WHAT’S ON DECK

• Tell Me More: Parenthood didn’t slow me down. It focused me.

• FQ Leaders Spotlight: Vini Kaul, Corporate Executive, Entrepreneur, Speaker, Investor

• Inside Track: Leaders on the move

• Dear FQ: Will setting boundaries at work limit my growth?

• Poll the Pack: Just do it!

TELL ME MORE

Parent Company

File under “we could have told you that” 📂: being a working parent isn’t easy. There’s a lot to juggle: meetings, doctor visits, extracurriculars, healthy food on the table…and somehow still being present both at work and at home. The phrase “it takes a village" would be cliché if it weren’t so true. 

And in the U.S., the reality is even tougher for working mothers. Studies show that mothers face what’s known as the motherhood penalty, where pay can decrease by 5-20% for each child they have. Motherhood can also change how women are perceived professionally, being viewed as less committed or less competent. 

But here’s where it gets interesting: most employees don’t believe parenthood slows careers down. Research from The Female Quotient and Ipsos, in partnership with Once Upon a Farm, finds that 64% of all employees say parenthood accelerated their careers and leadership track. Among parents, that number jumps to 69%. 

In other words, becoming a parent isn’t a tradeoff; it’s an advantage. And when parents have support, they don’t slow down; they step up. Cassandra Curtis, Co-Founder and Chief Innovation Officer at Once Upon a Farm shared, “My biggest hope for how Once Upon a Farm can help families is that we are a part of their village. We’re their ally from babies to big kids so that they can excel in their careers and their lives.” 

82% of parents believe their ambition increased after having children. Yes, increased. It’s not exactly the narrative we’ve been sold for years about mothers “stepping back.” Parenthood sharpened their sense of purpose and deepened their drive. In fact, 72% of parents started to make bolder career moves after becoming a parent. As Talia Bender Small, President of The Female Quotient, explains, “It’s made me more ambitious because I want to be a role model to my son and my daughter. They fuel me every day.” Parents are succeeding in their careers because they have children, not in spite of it.  

Katie Marston, Chief Marketing Officer at Once Upon a Farm, feels that parenting has given her a leg up: “I have two children with very different personalities, one being neurodivergent. They have reminded me to alter my communication and management style depending on the person I am talking to. And to find the “special” in each one.”

Success comes down to infrastructure, the village around you. And that village includes employers. Companies that offer flexible schedules, parental leave, and the ability to work remotely as needed see real results. 78% of all employees, and 86% of parents, say they would stay longer at a company that supports parents. Supporting caregivers isn’t just nice; it’s strategic.

The good news is that 74% of parents confirm that their workplace supports them as a caregiver. Rachel Apirian, Chief Content Officer at The Female Quotient, shares, “Our CEO, Shelley Zalis, always tells us that if something important is happening for our kids, a soccer game, field trip, or school presentation, we should be there. No one will remember the meeting you missed, but your kids will remember the moments you showed up for. Many of us are parents going through it together. We’ve become each other’s village.”

The village beyond the workplace, partners, siblings, grandparents, nannies, and friends all play a crucial role. 74% of parents say sharing caregiving responsibilities helped them advance their careers. For many families, that also means challenging traditional gender roles. Historically, when a heteronormative couple has had to choose between work and caregiving, the responsibility has fallen to the woman to stay at home. But when both partners share the load, a woman’s career, ambitions, and financial autonomy are not sidelined. Vanessa Buenger, Head of Creative Strategy & Partner Solutions at The Female Quotient, says of her relationship with her husband, “We split caregiving responsibilities equitably. If one of us is having a week where we have less to give, the other steps in.”

Parenthood is one of the most demanding roles there is. It’s also a powerful training ground for leadership: empathy, patience, multitasking, flexibility, organization, communication, and crisis management…to name a few. When 81% of all employees (parents and non-parents alike) say that caring for children is leadership, our workplaces should reflect that reality. As Cassandra Curtis shares, “You can follow your passion, and you can have a family. It's just about getting support along the way where you need it.” 

The leaders shaping organizations are often navigating bedtime negotiations and business negotiations. This isn’t about doing it all. It’s about doing what matters. And what matters, at home and at work, is leading with care. 

Read more on thefemalequotient.com.

FQ LEADERS SPOTLIGHT

Troublemakers who don’t fit the mold, and don’t try to

To put it mildly, Vini Kaul is a go-getter. Growing up as a child to parents who became overnight refugees due to terrorism, Vini went on to graduate from Harvard Business School. She has extensive experience in multibillion-dollar deals in tech, sales & growth, and has worked across industries, including aerospace and defense, manufacturing, tech, and consumer goods, working with Fortune 500 companies like Pfizer, GSK, Rolls-Royce, Google, Microsoft, BAE, Raytheon, Textron, etc.

What’s the worst career advice you’ve gotten?

We were bidding on a billion-dollar deal with multiple stakeholders involved. I was heading the account and primary point of contact for the customer, coordinating across teams, bringing people into the war room, communicating with the CEO, PE firms, and sourcing advisors.

It was during this deal that someone told me that I needed to follow the hierarchy. While I understand that there is a chain of command, you also have to know when to tune out the noise and get your work done. At the end of the day, it was about my customer. So I trusted my instincts, stayed focused, and led the effort end to end. That experience was pivotal because it taught me that if you own the relationship, you should also own the responsibility to lead from the front and drive decisions forward.

What’s the best piece of non-obvious career advice you’ve gotten?

Enjoy the journey! I learned this the hard way. I’ve always been a highly ambitious person. How I approached work was similar to how I approached running, very focused on reaching a goal. One day, someone said to me, “You should look around and enjoy the scenery as well.” I realized they were right and that it applies to both your career and personal life. We sometimes forget to enjoy the journey while chasing our goals.

What was a heartbeat moment for you in your career?

At the beginning of my career, I had a high-profile job at a tech company where I was one of the youngest employees. We had a customer who was a $100 billion pharma giant, and I served as an account lead. After a while, the customer requested that I head the account and relationship globally. I was thrilled that they had so much trust in me, but I was also very young. My supervisor saw a fire in me and fought with other stakeholders in the company so that I could have the opportunity. 

While at times it was difficult, it was very rewarding. I built so much trust and credibility with the customer that when I left the company, they wanted to hire me. That experience shaped the entire trajectory of my professional and personal life. It taught me how to be a leader.

Who is one person you’d love to give flowers to from your career that influenced your journey? What advice or lesson did you learn from them?

I would like to give flowers to my parents because they have contributed to my professional success. After we became refugees, both of my parents had to start not just from scratch, but at a deficit. As kids, we watched them navigate difficult situations in a new place and environment. They taught us about ferocious hard work, setting goals, resilience, discipline, and doing the best possible job even in the face of adversity. They made sacrifices that helped me and my siblings grow up to have the greatest careers and lives.

Where have you caused some good trouble in your career?

We’ve been taught that the customer is always right. But when you’re working with a customer as a partner, there will be moments of misalignment. I’ve seen colleagues hesitate to speak up in those situations, but in my experience, that ultimately hurts the outcome. Partnership requires honesty on both sides.

While it may feel unorthodox to some, I’ve always been transparent with my customers. And more often than not, they value it because it shows a shared commitment to accountability and to achieving the best possible result together.

Want to nominate a “Troublemaker” you admire? You can do so here.

INSIDE TRACK

Leaders on the move

• Veronique Gabai Pinsky has been appointed the first-ever Chief Brand & Product Officer at Bath & Body Works

• Nora Wolfe has taken on her new role as Senior Vice President and U.S. Head of Media at L'Oréal USA

• Melissa (Grady) Dias has been named CEO of Measured Wellness

• Abigail Shilling is stepping into the role of VP of Communications at Land O'Lakes, Inc.

• Samantha Jacobson is now VP of Partnerships (Monetization) at OpenAI

DEAR FQ

Your burning career questions answered

Janis Gilman of The Female Quotient weighs in:

It’s hard enough setting boundaries in your personal life, but at work, it can feel even more complex. Saying “no” can feel like you’re closing doors. But done right, boundaries don’t limit growth, they protect the energy required to actually achieve it.

At the same time, Emma Grede, co-founder of SKIMS and Good American, argues that setting rigid, traditional boundaries, especially early in your career, limits career growth and opportunity. Her perspective is that high-level success requires immense effort and “radical self-responsibility.” Work-life balance isn’t something a company hands you; it’s something you take ownership of.

Both things can be true. The most effective leaders aren’t available for everything, but they know when to lean in. They’re intentional about where they invest their time and when the opportunity is worth the stretch. Instead of looking at boundaries as barriers, think of them as strategic choices.

The key is anchoring those choices to impact. Be clear about your priorities and communicate them in terms of outcomes: “To deliver X at the highest level, I need to focus on Y.” That shifts the conversation from limitation to commitment. And when you do say yes, make sure it builds your skills, visibility, or influence in a meaningful way. Sustainable careers are built by people who manage their capacity as carefully as their ambition.

P.S. Got a burning career question? Serve it up here to Dear FQ to score advice from a powerhouse leader in our network.

POLL THE PACK

Stop waiting and just do it.

If your job is starting to feel stagnant, the answer isn’t to wait for something new to come along. It’s to create it yourself.

A growth mindset means looking at what’s right in front of you and asking, what’s missing? 53% of employees say the best way to grow is by spotting gaps and stepping in. The people who move forward aren’t waiting for permission, they pay attention and take action. That kind of ownership stands out. It’s raising your hand before you feel ready, solving problems before you’re asked, and treating your role like it’s bigger than your job description.

And here’s the part many people skip: preparation. If you want to step in, you have to be ready to back it up. That means building your skills continuously, taking the course, and learning the system, so when the moment comes, you don’t hesitate. You just do it.

Go ahead, forward this to someone in your village you couldn’t do life without.

Xo,

The FQ

Don’t forget to let us know what you think of The FQ Newsletter here.

HAPPENING AT THE FQ

RSVP to join us:

• FQ Beach @ Cannes

• FQ Lounge™ @ During WNBA All-Star

WHAT’S ON DECK

• Tell Me More: There is no place in the game for shame

• FQ Leaders Spotlight: Laura Molen, Founder & President, Monarch Advisory Collective and Francesca Molen, Social Media Manager, Sports Sponsorships at T-Mobile

• Inside Track: Leaders on the move

• Dear FQ: Why is a promotion to leadership the main measure of success?

• Poll the Pack: The rise of the career pivot

TELL ME MORE

Game on. Period.

Athletes are praised for playing through injuries, with bloodied socks and bruised legs seen as signs of strength. But a period stain? It’s often met with shame. With leaders like Arsenal Women taking a stand, we’re one step closer to a world where athletes can focus on the game.

As Leah Williamson of Arsenal Women FC shared, “It’s just blood and blood is part of the game. But shame? There is no place in the game for shame.” Menstruation is a natural function experienced by half the earth’s population. Periods are not a weakness and should never be a source of shame. But in sports, it’s still one of the last remaining taboos.

Which is ironic, considering humans have been experiencing periods for thousands of years. Some early civilizations treated menstruation as something powerful, even mystical. Ancient Egyptian texts suggest menstrual blood was used in healing rituals. But awe quickly turned into fear, and fear turned into exclusion. Menstruating women were often pushed out of everyday life entirely.

Fast forward a few centuries, and we aren’t exactly doing much better. Sanitary napkins existed well before television, yet period product ads were banned from American TV until 1972. It took another 13 years before actress Courteney Cox became the first person to say the word “period” in a U.S. commercial.

Now layer sports on top of that history. Women have had to fight just to get onto the field in the first place. And this is recent history. Just over one hundred years ago, women were only allowed to participate in sports recreationally. Competition was considered “unladylike,” and more so, women were thought to be incapable of achieving athletic feats. In 1873, Dr. Edward Clarke published his book, Sex in Education: Or a Fair Chance for Girls, where he wrote, “Both muscular and brain labor must be reduced at the onset of menstruation.” He feared that if women participated in sports during their periods, it could negatively impact their most important feature: their reproductive organs. That was 151 years ago, and echoes of those ideas still linger.

To be fair, periods aren’t exactly a walk in the park. Symptoms include cramping, breast tenderness, bloating, fatigue, and emotional swings, basically a full-body inconvenience. Unsurprisingly, 50% of female athletes say their period significantly affects performance, and 32% experience dysmenorrhea, or painful periods.

But here’s where things get complicated: some athletes believe skipping their period entirely improves performance, while research shows losing a menstrual cycle can harm overall health. So what’s the answer? Well…we’re still figuring that out. There’s a huge research gap around female physiology in sports. For decades, training programs were built around male bodies. Says Charles Pedlar, Professor of Applied Sport and Exercise Science at St. Mary’s University, “Historically, female athletes have been trained like men, who have different hormonal profiles, so we need to think more intelligently about training women.” 

The knowledge gap affects everyone from doctors and coaches to the athletes themselves. Scottish Olympic swimmer Hannah Miley admitted, “It was really hard to change my mindset of competing on my period because from such a young age, that was the worst thing in the world.”

That stigma has consequences, especially for younger athletes. Girls drop out of sports at alarming rates during puberty. According to Women in Sport, more than one million self-described “sporty” girls leave sports after elementary school, often around the time their periods begin. 78% say they avoid sports entirely during menstruation. As Tanya Martin, Head of Insight & Innovation at Women in Sport, explains, “Teenage years are particularly important because that’s when lifelong habits and attitudes are formed for adulthood. Even the most sporty girls are regularly dropping out, missing training and missing competitions because of their periods, and because they don’t have the right support and guidance to be able to manage it effectively.” 

The good news? Elite athletes are starting to talk about it openly. During the Rio Olympics, Chinese swimmer Fu Yuanhui shocked viewers when she casually mentioned her period during a post-race interview while doubled over in pain: “It’s because I just got my period yesterday, so I’m still a bit weak and really tired.” The world survived hearing that sentence.

More athletes have followed suit. At the Milano Cortina Winter Olympics, figure skater Amber Glenn said, “I’m on my period right now, so it’s always really hard, especially when you have to perform in front of the whole world. It’s scary, and it makes you extra emotional. It’s something that we don’t really talk about a lot for female athletes, and I think it should be a topic of discussion.”

We couldn’t agree more. Every woman has had a period leak. For elite athletes, the problem can be even worse. Tampons and pads aren’t exactly designed for sprinting, flipping, or diving in front of millions of people. Which is why clothing policies matter so much. For decades, female athletes were expected to compete in white uniforms. At Wimbledon, beginning in 2023, women were finally permitted to wear dark colored undershorts for the first time. Soccer teams switched to darker shorts at the 2023 Women’s World Cup for the same reason. Yes, 2023 (!!).

Despite all of this, female athletes have broken records, won championships, and dominated their sports. The more openly we talk about menstruation as a biological reality instead of a whispered secret, the more we can actually address it. With better research, better education, and better equipment, athletes can work with their bodies.

Physiotherapist Michelle Lyons says, “Women have won World Cups and Olympic medals every day of their menstrual cycle, they don’t have a choice but to play on. We need to see periods as a superpower we can tap into to optimize how female athletes fuel, recover, and ultimately perform on the pitch.” After all, an athlete’s body is their most powerful tool, and understanding it is a real strength.

FQ LEADERS SPOTLIGHT

Double trouble(makers)! In honor of Mother’s Day, we sat down with mother-daughter duo, Laura and Francesca Molen.

Laura Molen is the Founder & President of Monarch Advisory Collective where she partners with leadership teams to build growth strategies at the intersection of consumer behavior, technology, and capital. She’s built a remarkable career navigating major shifts in the media and marketing landscape, from the rise of cable to the streaming era and now AI-driven transformation. Prior to founding Monarch, Laura held leadership roles including President of NBCUniversal Media and EVP of Network Sales and Marketing at Univision.

Francesca Molen is a Social Media Manager for Sports Sponsorships at T-Mobile, where she leads influencer marketing campaigns. She’s passionate about connecting brands with talent in ways that feel authentic and impactful, ensuring every partnership truly reflects the brand’s voice.

What’s the worst career advice you’ve gotten?

LM: I had left a job and while I was searching for a new one, someone told me to take any job I could find to stay in the game. Yes, that advice keeps people employed, but it can also erode your passion for the work if the job isn’t what you want. Even though the job I ultimately took was a stepping stone job, it had attributes that were important for the trajectory of my career. So, if your finances allow it, reflect on your previous job and the one you are searching for. What did you love? What did you not love? The latter can teach you a lot. Create criteria for yourself and find something that will be a great fit while also allowing you to grow.

FM: In college, I was in a club called The Association for Women in Sports Media. An industry professional came to speak and told us that women are less likely to succeed in sports media. It really surprised me to hear that, and it also terrified me because it was what I wanted to pursue. I decided to go for it anyway. I’ve found the opposite to be true. Within this industry, I'm surrounded by so many incredible, hard-working women.

What’s the best piece of non-obvious career advice you’ve gotten?

LM: Someone once told me that the industry is small, but your career is long. It’s not just built on highlight reels. It’s important to center yourself during the hard times because how you operate in those moments is what others will remember from your leadership.

FM: Don’t take things personally. In marketing, everyone is so passionate about their work and has a specific vision of how they want to see an idea come to life. When perspectives differ, I focus on collaboration, asking questions and understanding the “why.” Taking it personally only gets in the way of the work. When you are just trying to get someone to agree with you, nothing is going to get done. The goal isn’t to win, it’s to understand and build something better together.

What was a heartbeat moment for you in your career?

LM: Launching NBCUniversal’s streaming service, Peacock. It was a defining moment for me and we had a very short timeline to get it done.

We were looking for about 10 sponsors to help us build the future of streaming. At the time, the ad experience on streaming was broken. It was playing the same ads on repeat. We knew it had to be better. Instead of following the old model, we brought marketers, consumers, and technology together to build something new. What I’ve learned is that technology moves first, consumers follow, and the companies that wait get left behind. The ones who move early set the standard. 

FM: I felt stagnant and I started to wonder, “Am I going to be able to find another job where other people see my value and my worth?” Finding my new job was a heartbeat moment. The team saw my skill set, what I could bring to the table, and wanted me on the team. The role jump-started the career that I’d always envisioned for myself long-term, which is to become a Chief Marketing Officer.

Who is one person you’d love to give flowers to from your career that influenced your journey? What advice or lesson did you learn from them?

LM: I’d like to give flowers to Lisa McCarthy, co-founder of the Fast Forward Group. I’ve had the privilege of working with her across multiple companies and she’s had a lasting impact on how I show up.

Early in my career, she told me something I’ve never forgotten: your inner voice can either be your biggest limiter or your greatest accelerator. That mindset became a powerful tool for me. Whenever I doubted myself, like before a big presentation, she would reframe it: What if this is your chance to give the best presentation of your life? She taught me that feedback is a gift, not something to take personally. Once I was able to change the narrative in my head my career exploded. 

FM: I’d like to give flowers to two people. My former boss, Rebecca Karnofsky, led the sports activation team at Paramount. She was an incredible advocate for me. Even when I was applying for my current role, she helped prep me for my interview and gave me all of the tools and feedback that I needed to succeed.

My mom has been my guiding light, in life, and in my career. She is such a superstar. As an adult, I look back at what she’s accomplished: raising a family, being a daughter, sister, and friend, rising to the top of her career, and always showing up. I feel so lucky to have her as a role model and someone I can go to for advice. She always helps me see different perspectives and she has made me a stronger person.

Where have you caused some good trouble in your career?

LM: I built my career by challenging the industry and constantly looking at how technology is reshaping consumer behavior. Early on, I pushed companies to rethink where and how audiences were engaging, urging them to invest in platforms like YouTube and social media at a time when cable still dominated the conversation.

It wasn’t always popular. It disrupted long-held beliefs about the way it’s “always been done” and required rethinking how success was measured. By shifting that mindset, we unlocked new revenue streams and drove growth. Careers are not built by following a playbook. You have to think like an F1 pit team: constantly reading the track, anticipating what’s coming, and making precise adjustments in real time so the car performs at its best. It’s about speed and also about knowing when and how to adapt.

FM: I’ve caused good trouble by advocating for myself. I’m not your average 25-year-old employee and that can sometimes be underestimated, but I know my worth, the value I bring, and what I’m capable of. I study the trends, invest deeply in my career, and give 200%. I’m always focused on improving and learning for myself, my team, and the company I represent.

Confidence is part of who I am, and it was built by the people who raised me: my mom, my grandmothers, our nanny growing up, and a dad who taught me to stand up for myself and not take anyone’s crap. When I show up, I always bring my best.

Want to nominate a “Troublemaker” you admire? You can do so here.

INSIDE TRACK

Leaders on the move

• Jenny Lewis has taken on the role of Vice President and Head of Marketing and eCommerce at Rivian

• Dana Marineau has been named North America Chief Marketing Officer at Canva

• Anshu Bhardwaj has been appointed Chief AI Transformation & Simplification Officer at PayPal

DEAR FQ

Your burning career questions answered

Shelley Zalis of The Female Quotient weighs in:

For too long, we’ve treated climbing a ladder as the only proof of ambition, as if success only counts when it leads to a bigger title. That thinking is outdated and wrong. Sometimes moving sideways is still growing, developing deep expertise is the real stretch, or staying close to the work you love is the most intentional choice you can make. 

Success isn’t about how many people report to you or your title. It’s about how you show up for your work, yourself, and others. It’s about impact and mastery. Your career is yours alone. Knowing who you are and what you want to do is applause-worthy. And it’s time we celebrated that.

P.S. Got a burning career question? Serve it up here to Dear FQ to score advice from a powerhouse leader in our network.

POLL THE PACK

Your next big move isn’t a promotion

65% of employees say the best career move isn’t climbing the ladder, it’s pivoting. Changing roles or industries can be intimidating, but many professionals would rather take a calculated risk than stay in a role that no longer challenges or serves them.

Most people don’t start from scratch when they pivot. They bring transferable skills, new perspective, and renewed energy into the next chapter of their careers.

For organizations, this is worth paying attention to. If employees feel their only growth option is leaving, they will. The companies that retain top talent are the ones that make internal mobility feel just as dynamic as the external market.

Let’s take a cue from Cher Horowitz: “Mr. Hall, I was surfing the crimson wave.” Periods happen. Surf’s up. 🏄‍♀️

Xo,

The FQ

Don’t forget to let us know what you think of The FQ Newsletter here.

HAPPENING AT THE FQ

RSVP to join us:

• FQ Beach @ Cannes 

• FQ Lounge™ @ FIFA World Cup

• FQ Lounge™ During WNBA All-Star

WHAT’S ON DECK

• Tell Me More: Doing nothing with your favorite people is really good for you

• FQ Leaders Spotlight: Susie Wolff, Managing Director of F1 Academy

• Inside Track: Leaders on the move

• Dear FQ: How do I earn credibility as the youngest person on my team?

• Poll the Pack: The simplest career hack

TELL ME MORE

Think nothing of it

You made plans with a friend weeks in advance to go to that new restaurant opening everyone’s talking about. It sounded fun at the time, but as the date gets closer, something shifts. Instead of excitement, you feel…pressure. Suddenly, it feels like an obligation. You still want to see your friend, but secretly you’re hoping they cancel.

Why are we like this? The minute we put something on the calendar, expectations creep in, and you feel that nagging feeling to be “on.” So what’s the solution? Nothing. Literally. Get together with your friends and do nothing. Nada, rien, niente. And it’s really good for you.

We’re talking about the unstructured hangout. No set plans, just be together, enjoy one another’s company, and see what comes up. Studies show that doing nothing with people you love is one of the best ways to spend time, and it’s great for your mental health.

The problem is, we don’t do it much anymore. For most of human history, just “hanging out” was normal. People dropped by each other’s homes, kids played outside, and friends knocked on the door to see if you were around. But technology, social media, smartphones, hyper-scheduled lives, and hustle culture have changed that. We have what experts call a busy habit. Writes Susan Weinschenk, “We're addicted to doing stuff. We have to prove something to ourselves and the world. It involves striving, being productive, being busy, working hard, playing hard. Everything has to have a purpose and be connected with a goal. Even our ‘down’ time has to be filled with all the ways we are making ourselves better.”

Ironically, all that connectivity and “betterment” has helped fuel what experts call the loneliness epidemic, officially declared by U.S. Surgeon General Dr. Vivek Murthy in 2023. But the trend started earlier. About 20 years ago, smartphones and social media began pulling people away from in-person connections. Neuropsychologist Sanam Hafeez says, “Intimate bonds form when neighbors drop by each other's homes, when children play together outside, or coworkers connect over the ‘water cooler.’ Without these interactions, relationships can become transactional, and we can become isolated.”

In 2021, the Survey Center of American Life found Americans were distancing from their friends, communicating less, and asking for support less often. In a 2025 American Psychological Association poll, 60% of Americans said they feel lonely. That loneliness has consequences, linked to depression, anxiety, dementia, and stroke. According to Dr. Murthy, loneliness carries the same health risks as obesity, inactivity, or smoking 15 cigarettes a day.

The antidote, of course, is friends. Real ones. In real life. 

Building a social network, an IRL social network, is one of the most powerful things we can do for our well-being. And when the hangout has no plan at all, the benefits are exponential. Maybe you pop by a friend’s house, maybe you play a board game, or maybe you watch TV and barely pay attention…and somewhere in there comes one of those deep belly laughs that feels so good it practically resets your brain. Alexandra G. Stratyner shared, “You tend to be more relaxed when you’re not on a schedule. With no agenda, there’s also more room for laughter, surprise, and candid conversations that deepen relationships.” Sheila Liming, author of Hanging Out: The Radical Power of Killing Time, agrees, “If we can be in a room doing nothing with someone else, that is a pretty sincere form of intimacy.” When you spend time with someone you feel safe with, you can just…be. 

In fact, neuroscientists at Dartmouth found that close friends’ brains sync up. When they share an experience like watching the same videos, their minds respond in similar ways, showing nearly identical patterns of attention, emotion, and even boredom. The connection runs so deep that researchers could tell how close two people were just by looking at their brain scans.

That kind of connection doesn’t just feel good; it’s good for us. When women connect, stress hormones drop, and the body finds balance. Research shows that opening up to a friend soothes the nervous system. One of the longest-running studies on human happiness, the Harvard Study of Adult Development, found that strong relationships are the most powerful predictor of a long, healthy life. In other words, the people you spend time with matter. When you surround yourself with people who are motivated and have good habits, it’s contagious. 

Which is why giving yourself permission to pause might be one of the most radical things you can do. Vic Paterson said, “When you take the pressure off making a hangout perfect, your brain stops treating friendship like a performance review and something magical happens. The best therapy often happens on someone’s sofa, talking rubbish and not watching whatever’s on TV. When we stop trying to make memories, we actually make them.” 

What are you waiting for? Call a friend…and do absolutely nothing.

We are proud to share that The Female Quotient is officially a LinkedIn BrandLink partner, joining a lineup of peers in media and publishing that includes The Wall Street Journal, Condé Nast, Forbes, Fortune, and more.

With our founder and CEO, Shelley Zalis, also represented as a thought leader in the BrandLink creator program, The FQ is part of a new cohort of publishers in the program represented by both the brand and its founder, expanding how partners can connect. For brand partners, this allows us to feature premium pre-roll alongside editorial FQ content, in a brand-safe environment, powered by LinkedIn’s first-party targeting. Email us to learn more: FQpartnerships@thefq.com

FQ LEADERS SPOTLIGHT

Troublemakers who don’t fit the mold, and don’t try to

If you want to catch up with Susie Wolff, you’re going to have to hit the accelerator. She is the Managing Director of F1 Academy, which develops and champions women drivers to pursue the sport. She began her career in karting and became a development driver for the Williams Formula One racing team. She made history at the 2014 British Grand Prix as the first woman to participate in a Formula One race weekend in 22 years. Since her retirement from driving, she hasn’t been far from the track. She’s made a commitment to fostering gender equity in the sport by establishing Dare to be Different, which aims to drive female talent in all aspects of motorsport, from the drivers to the engineers, pit crew, and more.

Now, she’s telling her story. Susie’s memoir, Driven, launches in the U.S. today, April 28. It’s a look at what it really takes to succeed when you’re the only woman on the grid, from the discipline and precision required at the highest level, to the moment she realized that waiting for permission was never going to be the path forward. Driven is about leadership, resilience, and redefining what’s possible.

What’s the worst career advice you’ve gotten?

I was told to follow the conventional path and make sure I had a backup plan. At 18, I knew exactly what I wanted, to become a racing driver, but there was real pressure from outside to conform and choose what everyone saw as the safe option, which meant going to university just in case it didn’t work out.

Of course, having options matters, but there’s also something to be said for backing yourself fully. If you’re constantly preparing for Plan B, you’re not giving everything to Plan A. I lasted one week into my second year before I followed my gut, left, and put all my energy into becoming the best racing driver I could be. It was a leap of faith. It’s important to follow your dreams, and to not be influenced or distracted by outside expectations and opinions.

What’s the best piece of career advice you’ve gotten?

You have to be your own biggest champion. Competing in a male-dominated environment, there were plenty of moments where I could feel the skepticism walking into a garage or a meeting room. I knew I would have to work harder to earn respect, but just as importantly, I had to hold onto the belief that I belonged there and that I could succeed. The reality is, you can’t expect others to back you or come on the journey with you if you don’t truly believe in yourself.

What was a heartbeat moment for you in your career?

At the age of 22, I had all the momentum in my career. I’d been nominated for British Young Driver of the Year, had a big sponsor backing me, and was about to start the Formula 3 championship. Everything was lining up exactly as I’d hoped.

Then, in a moment that had nothing to do with racing, I broke my ankle while out buying milk for my grandmother. Just like that, everything unraveled. I lost my seat, my race license, and all the momentum I had worked so hard to build. Those months were incredibly tough. It would have been easy to let go of the dream, but I chose to keep fighting.

A year later, I was signed as a Mercedes-Benz driver. Looking back, I think about how close I came to it not happening at all. That period taught me resilience in a way nothing else could and it changed the trajectory of my career and my life.

Who is one person you’d love to give flowers to from your career that influenced your journey? What advice or lesson did you learn from them?

I’m lucky that I do get to regularly give this person flowers, my mum. She shaped so much of who I am.

She was an incredible role model growing up. She had a balanced and very equal marriage with my father, ran her own business, and raced bikes. Both my parents never treated me any differently than my older brother. There were no limits placed on what I could or couldn’t do. I grew up believing that if I worked hard enough, I could chase my dream of becoming a racing driver. Even in a very male-dominated environment, I never questioned whether I belonged because that belief had already been instilled in me.

Where have you caused some good trouble in your career?

Taking on the role of running F1 Academy. I had a vision for what the series could be and the impact it could have on motorsport.

In those early months, it was very much elbows out, pushing for us to race alongside Formula 1, bringing all the F1 teams into the ecosystem, and making sure the series was taken seriously. Not everyone immediately saw that vision, and it wasn’t easy to shift mindsets or bring partners on board.

I felt strongly that if we wanted to create real change for women in motorsport, we had to be bold and challenge how things had always been done. Now, going into our fourth season, it’s incredible to see how far we’ve come: the momentum, the partners, and the place we’ve carved out within the sport.

Want to nominate a “Troublemaker” you admire? You can do so here.

INSIDE TRACK

Leaders on the move

• Sarah Murphy has stepped into the role of Global Head of Brand, Creative & Marketing Engagement at AIG

• Khartoon Weiss has been appointed Vice President, Global Customer Solutions, MMS at Google

• Nicole Souza has taken on the role of Chief Growth Officer at Stagwell

• Colleen Kapase is now VP of Strategic Partners and Ecosystems at OpenAI

• Jessica Jocobi has been named Chief Marketing Officer at the LA Galaxy

• Sabrina Callahan has taken on the role of the first-ever Chief Digital & Marketing Officer at Southwest Airlines

• Heidi O’Neill has been promoted to CEO of lululemon

• Annie Shea Weckesser has joined Intel as Chief Marketing and Communications Officer

DEAR FQ

Your burning career questions answered

Lorena Castano of The Female Quotient weighs in:

As the youngest person in the office, I understand how you feel. While we talk about ageism when it comes to getting older, it works both ways. What’s important to remember is that your age does not define you, nor does it prevent you from contributing meaningful ideas. 

To build confidence in team meetings, focus on preparation. Look at the whole picture to add context to any ideas you might present. Then, when you relay your thoughts, use hard facts to back them up. 

Make sure to seek out mentorship opportunities. The workplace is now home to 6 (!!!!!!) generations. Learning and collaborating with a seasoned teammate can help you bring a more considered POV to the table. And the relationship is mutually beneficial. 73% of older employees say that younger workers help them keep up to date on the latest technology and POVs.

Be resourceful. Leaders notice when someone takes initiative to figure things out, look for answers, and explore solutions before asking for help. You don’t have to get everything perfectly right, but showing that you’re curious, proactive, and willing to try goes a long way.

At the end of the day, age diversity makes organizations stronger. No one starts their career knowing everything, but what sets you apart is your willingness to learn, adapt, and grow. And, I can guarantee they’ll learn something from you, too.

P.S. Got a burning career question? Serve it up here to Dear FQ to score advice from a powerhouse leader in our network.

POLL THE PACK

The way we really learn at work

If you want to learn faster at work, here’s a simple strategy: sit next to someone who knows what they’re doing.

According to employees, the most effective way to learn on the job isn’t another training module or a 47-slide onboarding deck. It’s shadowing someone or teaming up on a project. 43% of employees say this is how they learn best. Turns out, watching someone actually do their job and asking questions while they do it works best. 💡

HR researchers agree. Rachel Stewart of McLean & Company calls job shadowing one of the easiest development tools companies have. It costs basically nothing, uses the expertise already in the room, and helps people build skills faster. 

The next most popular learning method? Just ask questions. Revolutionary, we know. But it only works in workplaces where people feel comfortable speaking up without worrying they’ll look clueless. And don’t underestimate the informal stuff; the hallway chats, the “wait, how did you do that?” Slack messages, and the post-meeting coffee debriefs. 

The takeaway is that most learning at work doesn’t happen in formal trainings. It happens in conversations, collaboration, and the little moments in between.

Forward this to a friend and aggressively do nothing together. 👯‍♀️

Xo,

The FQ

Don’t forget to let us know what you think of The FQ Newsletter here.

HAPPENING AT THE FQ

RSVP to join us:

• FQ Lounge™ @ Miami Grand Prix 

• FQ Lounge™ @ Consensus

• FQ Lounge™ @ Cannes

WHAT’S ON DECK

• Tell Me More: In Japan, menopause is called “kōnenki,” meaning “renewal years”

• FQ Leaders Spotlight: Natalie Lizarraga, host of Broadlines video podcast, The Female Quotient

• Inside Track: Leaders on the move

• Dear FQ: How to assign the unsexy work without killing morale

• Poll the Pack: “That’s not in my job description”

TELL ME MORE

Menopause and reflect

For many, menopause is a dreaded word. Its symptoms include hot flashes, night sweats, insomnia, breast sensitivity, decreased metabolism, weight gain…the list goes on. The average length of time a woman experiences these symptoms is 7 years and can last as long as 14. Yes, FOURTEEN.

And it’s not just uncomfortable, it has long-term effects as well. The loss of estrogen that women experience contributes to osteoporosis and can increase the risk of heart disease and stroke. Beyond the physical impact, there’s the cultural one. In many Western societies, menopause is filtered through both ageism and sexism. Women are subtly, and sometimes not so subtly, labeled “past their prime,” as if fertility were the primary marker of relevance. With messaging like that, it’s no wonder so many women dread it. But that’s not the whole story.

In Japan, even the language shifts the experience of menopause. Instead of defining it as the end of menses, the term “kōnenki” translates to “renewal years.” It’s framed as a transition into strength, wisdom, and expanded identity. A woman is not saying goodbye to her youth, but achieving a celebrated social status where she has the opportunity to focus on her interests, goals, and self-care as her body goes through an adjustment period to reach a new equilibrium. 

Interestingly, Japanese women also report fewer menopausal symptoms, including hot flashes. In fact, hot flashes are so rare in Japanese culture that their media had to invent a word for it: “hotto furasshur.” And the differences don’t stop there. They are also less likely to take hormone replacement therapy and are at lower risk for cardiac disease and osteoporosis. 

How is this possible? Some of it can be explained by lifestyle choices. The loss of estrogen can trigger many menopausal symptoms. In Japan, soy is a large part of the diet, and one of its key components, isoflavones, acts similarly to estrogen. But that is not enough to make up for the large discrepancy in how women worldwide experience menopause. Says Dr. Sandra Thompson, Professor of Rural Health at the University of Western Australia, “If menopause symptoms were due solely to hormonal changes, then the menopausal experience would be more homogenous.”

Which brings us to mindset. Research shows that in cultures where aging is viewed negatively, women report more distress around menopausal symptoms. In one study in Japan, when menopausal symptoms were listed alongside general health complaints, both men and women reported experiencing them, and in some cases, men reported certain symptoms even more frequently. So, how then do we know if a symptom is actually menopausal?

Melissa Melby, an anthropology professor, warns what can happen when we assume that every symptom in midlife is due to menopause: “Attributing everything to menopause may lead to unnecessary fear and medicalization of a phenomenon that is inherently natural. Worse, the confusion may mask other underlying conditions that might otherwise go untreated.” Western cultures viewing menopause as a medical “problem” have actually made it more of a problem. 

We don’t treat puberty like a secret; we teach it, talk about it, normalize it. Menopause deserves the same energy. It’s not taboo; it’s a transition. And yet, for something so universal, it’s still whispered about in workplaces, skimmed over in medical training, and barely addressed in early health education. If we want women to stop dreading this stage, we have to change the narrative. Menopause isn’t an end-of-life event; it often lands right in the middle of a woman’s peak earning and leadership years. That makes it not just a health conversation, but a workplace and economic one.

Other societies around the world simply consider menopause part of the life cycle. And this mindset is worth adopting, as it sees menopause not as the end of relevance, but the beginning of a more self-defined chapter. It’s a pathway to discovering a deeper, more natural purpose, which the Japanese call “ikigai.” After decades of navigating gendered expectations in work, family, finances, and healthcare, this stage can offer something rare: perspective, clarity, and a sharper sense of what matters and what doesn’t. If we reframe and educate on menopause, we can see it not as a loss, but as a meaningful, well-earned arrival.

FQ LEADERS SPOTLIGHT

Troublemakers who don’t fit the mold, and don’t try to

Natalie Lizarraga is a journalist who has done it all: the Academy Awards, the Super Bowl, and hard-hitting news. She has been everything from a producer and traffic anchor to an entertainment reporter and news anchor. Now, she is the co-host of The Female Quotient’s new video podcast, Broadlines, which debuted in February. On Broadlines, Natalie leads real conversations on the news, reframed, rethought, and recharged for women who have *thoughts​* on women’s health, motherhood, friendship, money, and everything in between. Because we don’t need another breaking news alert. We need conversations that break the news down.

What’s the worst career advice you’ve gotten?

You should act or sound like the successful people who have come before you. There’s the news anchor voice, the news anchor hair, and the idea that you have to fit a specific mold to make it. But the best thing you can do is be your authentic self. Yes, you can learn from people in high positions and see what’s worked for them, but that doesn’t mean it will work for you. Everyone is different, and you have to be intentional about not falling into that trap, no matter your industry.

What’s the best piece of non-obvious career advice you’ve gotten?

Don’t take others’ opinions of you personally. There are people who are going to love everything you do, and there are people who aren’t going to understand where you’re coming from. I think social media can make it easy to compare your life, work, and productivity to other people, and that’s a slippery slope. It can be hard to stop scrolling, but if it makes you feel like you aren’t doing enough, then it’s time to put the phone down. Everyone is on their own journey, and regardless of what anyone else says, yours is right on track.

What was a heartbeat moment for you in your career?

I decided to take a break from my career when I had my daughter. At first, it was really scary, and I felt like I was losing traction, losing my skill set, and becoming irrelevant. But at the same time, I was raising my baby girl, whom I had wanted so badly. Having her forced me to slow down. In my job, I was used to constantly moving and never really stopping to take anything in; it was always on to the next thing. But when the wheel stopped, I was finally able to absorb motherhood.

The year passed quickly, and things didn’t change as drastically as I thought they would. It wasn’t until I was ready to reenter the workforce that I realized taking that pause was the right decision. The road aligned, the bricks were laid just right, and the choices I made during that time were key to getting me where I needed to be.

Who is one person you’d love to give flowers to from your career that influenced your journey? What advice or lesson did you learn from them?

Stephanie Elam and Michaela Pereira are two anchor reporters whom I met at a convention when I was at my first job as a young traffic reporter. It was very intimidating, so to have women in such high positions take me in and mentor me was pivotal. There are things in my industry that are really tough to navigate, especially as a woman of color. I learned so much from them. The most valuable lesson is to be comfortable in your own skin and confident in your voice.

Where have you caused some good trouble in your career?

My first job in entertainment was as a talent assistant at Entertainment Tonight. I was doing the usual assistant tasks, admin work, coffee runs, etc., and I quickly realized I had more to offer. My boss would come back from business trips with a flood of information, and I was left piecing together who said what, what deals were on the table, and where he needed to be next. So I made him a bet: if I traveled with him, I could help the company make more money. He agreed, and everything changed. 

I became the point person for bookings, helped negotiate payment terms, and brought efficiency that made an impact. For five years, I traveled the world with him, and the company started to see the value I brought to the table. I was the first assistant to travel, and after that, other assistants did as well. It taught me something important: you can accept “that’s just the way it’s always been,” or you can shake things up, challenge the norm, and create change. Sometimes, a little good trouble goes a long way.

Want to nominate a “Troublemaker” you admire? You can do so here.

INSIDE TRACK

Leaders on the move

• Joanne Bradford is the new President of Unwell

• Gaude Lydia Paez has taken on her new role as Chief Communications Officer at MrBeast’s Beast Industries

• Karen S. Carter has been promoted to CEO of Dow

• Abbey Klaassen has been appointed CEO of performance marketing agency Tinuiti

• Lynn Lewis has been named Chief Client Officer at Known

• Adrienne Gernand has stepped into the role of Chief Business Officer at Kendra Scott

• Anna Sayre has become the Interim Chief Marketing Officer of The Trade Desk

• Kory Marchisotto is now President of E.L.F. Beauty

• Elizabeth Nolan has taken on the role of Chief Creative Officer at SharkNinja

DEAR FQ

Your burning career questions answered

Sarah Williams of The Female Quotient weighs in:

Let’s be honest, not every part of our work is energizing. That holds true at every level. The difference between a task feeling like punishment versus responsibility is context.

Start with positioning. Help your team understand why the work matters and how it connects to the bigger picture. Even unglamorous tasks are often foundational. When people see the impact on the project, the team, or the business, the work feels purposeful, not arbitrary.

And be explicit about why you’re asking a specific person to take it on. Anchor the assignment in their strengths or experience. Maybe they’re detail-oriented, trusted with sensitive information, or especially strong with numbers or clients. Saying, “I’m asking you because you’re good at this and I trust your judgment,” reframes the task as recognition, not a burden.

That said, managers often overlook rotation and visibility. If the same people always get the heavy lift, resentment builds fast. Be mindful of how these tasks are distributed. And when the work is done, acknowledge it publicly. Credit matters, especially when the work happens behind the scenes.

The goal isn’t to make every task exciting. It’s to make people feel respected, trusted, and clear on how their contribution fits into something bigger. That’s what turns “no one wants to do this” into “this is part of how we win together.”

P.S. Got a burning career question? Serve it up here to Dear FQ to score advice from a powerhouse leader in our network.

POLL THE PACK

Working outside the lines

“That’s not in my job description,” might be a phrase that has never escaped the lips of 42% of professionals who step up when their team needs it. This demonstrates just how many people are motivated by collective responsibility. Team-first behavior keeps organizations running, especially during periods of change. 

Close behind is 37% of employees who say that they are willing to take on extra tasks anytime it helps them grow. Additional work can allow for learning new skills and working with new teams, which can come in handy if you are seeking a raise or advancement within the company. 

But it also raises an important question: when stepping up becomes the default, does it remain a choice or an expectation? Work done “for the team” is often essential, yet not always visible or credited. And if you become Joanna-on-the-spot too often, it can lead to resentment and burnout. If this does become a pattern, make sure you advocate for yourself. 

Taking on additional work shows that you have the company and your team’s success at the forefront of your mind. But if doing so will impede your ability to properly perform your actual job, speak up and ask your manager to help you prioritize. 

Reliability is a real asset, but no high-performing team succeeds because one person carries the weight. Sustainable success comes from collective accountability.

"It’s really important that people understand menopause is not the end, and we are still relevant. We’re not invisible. Our experiences matter." - Naomi Watts

Xo,

The FQ

Don’t forget to let us know what you think of The FQ Newsletter here.

HAPPENING AT THE FQ

RSVP to join us:

• FQ Lounge™ @ Possible

• FQ Lounge™ @ Miami Grand Prix 

• FQ Lounge™ @ Consensus

WHAT’S ON DECK

• Tell Me More: Research finds women’s brains don’t hit their prime until their late 50s

• FQ Leaders Spotlight: Katie Hill, Founder and CEO, Unlisted

• Inside Track: Leaders on the move

• Dear FQ: My colleague keeps delivering AI workslop and I have to spend time redoing their work

• Poll the Pack: The feedback on feedback is in

TELL ME MORE

The X-Factor

Oprah once asked Cher how she feels about aging. Cher didn’t hesitate: “I think it sucks.” Getting older is difficult for anyone, but especially women. There’s menopause, loss of bone density, slowing of your metabolism, reduced muscle mass, not to mention having to deal with society’s gendered ageism that often tells women their value has an expiration date. While it might seem like everything is slowing down, it turns out that some things are just getting started.

Researchers at the University of California, San Francisco, uncovered something remarkable about women and aging: there’s literally an X factor. Women have two X chromosomes. One is largely “silent,” meaning many of its genes don’t actively express. But in studies of aging female mice, scientists found that this previously quiet X chromosome began expressing genes linked to cognitive function.

One gene in particular, PLP1, helps insulate neural pathways and improve communication between brain cells. In both mouse and human brain tissue, PLP1 levels were higher in females than in males. As Dr. Dena Dubal, Professor of Neurology at UCSF, explains, “In typical aging, women have a brain that looks younger, with fewer cognitive deficits compared to men.” So while culture often obsesses over youth, women’s brains may actually be aging better.

We’ve long been told that our cognitive peak happens early. Fluid intelligence, our ability to think quickly, reason, and problem-solve, peaks in our twenties. But if that were the full story, how do we explain that most people don’t reach meaningful career success until their fifties? The average Nobel Prize-winning work is done around age 40. Leaders, innovators, and founders often hit their stride in their 50s and 60s.

A 2025 study led by Gilles Gignac at the University of Western Australia, tracked 16 variables tied to success including emotional intelligence, financial literacy, cognitive ability, personality traits, and resistance to the sunk cost fallacy (the ability to walk away from something you’ve already invested time, money, or energy into when it’s no longer serving you). The finding? Overall mental functioning peaks between ages 55 and 60. The brain doesn’t slow down; it actually levels up. 

As Gignac puts it, “The mix of accumulated knowledge, judgment, and life experience is what shifts the overall peak of human functioning into the late fifties.” Maturity brings range, discernment, and strategic thinking.

And here’s proof:

• Betty White didn’t become a comedic icon until she joined the cast of The Mary Tyler Moore Show at age 51.

• Toni Morrison published her first novel at 39 and won the Nobel Prize at 62.

• Julia Child wrote her first cookbook at 50.

• Vera Wang designed her first dress at 40.

• Kathryn Bigelow was the first woman to win the Oscar for Best Director at age 58.

• Tina Turner released her breakthrough album, Private Dancer, when she was 44 years old.

These weren’t late bloomers, they were right on time. Yes, aging comes with physical realities. But it also comes with sharper judgment, stronger boundaries, more emotional stability, and the courage to stop chasing what no longer serves you. Betty Friedan said it best: “Aging is not lost youth, but a new stage of opportunity and strength.”

When someone turns 50, we joke that they’re “over the hill,” as if there’s nothing left but a steep descent from who they once were. But the truth is, the greatest summits still await us. Decades of well-being research find that happiness often rises with age. With age, our confidence strengthens, self-acceptance deepens, and the outside noise gets quieter.

There’s a stereotype that aging diminishes women, but talk to women in their fifties and sixties and you’ll hear something different. They’ll describe freedom, less people-pleasing, more clarity, and a sharper sense of what matters, and what doesn’t. In other words, giving zero f*cks. With age comes perspective, and with perspective comes power.

FQ LEADERS SPOTLIGHT

Troublemakers who don’t fit the mold, and don’t try to

Katie Hill is the Founder and CEO of Unlisted, an online database of every home in the United States, where buyers can express interest in a home, even if it’s not for sale yet. It’s transforming the real estate market, allowing buyers to communicate with the owners of their favorite properties. Prospective sellers can gauge the marketability of their home, and if the right offer comes their way, sell. Katie is a coach and adviser for startups at the Entrepreneurs’ Center and an adjunct faculty instructor at the University of Dayton.

What’s the worst career advice you’ve gotten?

I think the advice to rush back to work after having a baby is terrible. Our maternity laws are not great, but there is also this pressure to be a hero. I took 6 weeks. I went back quickly because I was an entrepreneur and I thought, “They can’t live without me,” but the truth is, everybody’s replaceable. And I mean that in a good way, as the team can step up. Heading back so soon took its toll over time. While I felt okay at first, I didn’t fully appreciate what I had gone through. If you have the privilege of taking maternity leave, take as long as you possibly can.

What’s the best piece of non-obvious career advice you’ve gotten?

I’m advised by some of the founders of kayak.com, and when they started the company, they entered a very competitive space. One of my advisers told me, “Don't worry about the competition, just put your head down and build.”

Anytime I find myself going down the rabbit hole of wondering what others are doing, I remember his advice and refocus my energy onto building my company. If you are coming up in a competitive space, it might take a while for established companies to catch on to what you are doing. Just keep building. By the time they notice, your company will be big enough that they’ll have to buy you.

What was a heartbeat moment for you in your career?

Taking the leap to quit my day job and go into an entrepreneurial venture full-time was a huge heartbeat moment. I was going to have to take a huge pay cut, and while we had won our first contract, the business was not fully on its own two feet, and it felt risky. I was waiting for an indicator that it was okay to move on, the perfect time, or when I felt “ready.” It wasn’t perfect, but I finally came to the conclusion that I could live with failure more than wondering “what if” for the rest of my life.

Who is one person you’d love to give flowers to from your career that influenced your journey? What advice or lesson did you learn from them?

Lisa Guglielmone Gillis. My first job out of college was at Leo Burnett, and she was the executive vice president of my department. She was such an important influence on me. She ran a tight ship, and I grew a lot under her leadership. The training I received was invaluable and has served me throughout my entire career. She had a sign over her corner office that read, “Flawless Execution.” She set this high standard and educated me on the importance of executing really well. She was supportive, led an incredible culture, and understood all the details of her 250-person department. I’d follow her anywhere.

Where have you caused some good trouble in your career?

I'm being a troublemaker with my current business, Unlisted. While the entire real estate industry is obsessed with homes that are selling, Unlisted is obsessed with homes that are not currently on the market. People either understand the concept or stare at me blankly. And I feel like that's exactly where I should be right now. It's disruptive enough that it's not totally obvious, but when it sinks in, people love it. In this industry, I’m swimming against the stream and gaining traction.

Want to nominate a “Troublemaker” you admire? You can do so here.

INSIDE TRACK

Leaders on the move

• Rachel Epstein has taken on the new role of Chief Marketing Officer of the National Women’s Soccer League (NWSL)

• Lilian Rincon has been appointed Vice President of Product Marketing for AI at Apple

• Jill Cress has been named the first Chief Marketing Officer at Babylist

• Béatrice Goasglas is now the first woman CEO of TAG Heuer

• Tonya Wilborn-Rogers has been promoted to Chief Culture Officer at Deloitte US

• Carol Reed was named the first Global Chief Innovation Officer at Ogilvy

• Kleona Mack has the new role of Chief Marketing Officer at K18

• Lena Petersen is the new Chief Brand and Communications Officer at Stagwell

DEAR FQ

Your burning career questions answered

Rachel Apirian of The Female Quotient weighs in:

We feel you here, and you are not alone. Getting "workslopped" is the ultimate productivity killer. For those who aren’t familiar, workslop is AI-generated content that masquerades as good work, but lacks the substance to meaningfully advance a task. It’s creeping into workplace deliverables, emails, decks, and reports that sound smart, but don’t actually say much.

In fact, it’s becoming so common that a BetterUp and Stanford University survey found that workslop came across the desks of 40% of employees in the past month. Your colleague probably thinks they’re a productivity wizard, but they’re actually placing a two-hour repair job onto your desk. Worse, they’re hurting their own reputation.

Next time they hand over a generic AI draft, try: "I noticed this is missing your expertise. It has the AI polish, but it’s missing the human nuance we need to move this forward. I’m spending a lot of time reworking the core thinking, so can you take another pass before I review again?” By focusing on their judgment, you’re calling out the laziness without calling them lazy. Instead, you’re sharing what they’re missing in the equation: critical thinking.

If the behavior persists, it’s no longer a peer-to-peer issue; it’s a threat to the team's operating standard. When speaking to a manager, don't frame it as a personal grievance. Instead, position it as a guardrail for excellence for your team.

It’s up to leadership to proactively train and empower employees to use AI responsibly. Clear, ethical guidelines and open conversations are non-negotiables. As you well know, AI is a powerful tool, but humanity remains the real advantage.

P.S. Got a burning career question? Serve it up here to Dear FQ to score advice from a powerhouse leader in our network.

POLL THE PACK

The feedback that actually helps people

The feedback on feedback is in. A resounding 54% of employees say that what helps them grow fastest is when feedback is constructive and specific. People don’t just want encouragement. They want clarity on what’s working, what’s not, and what they should try differently next time.

Vague praise might feel nice in the moment, but it doesn’t move the needle. Real growth happens when feedback is detailed enough to act on. Specific direction turns effort into progress because it connects expectations to next steps. Workplaces that prioritize clarity, context, and coaching perform better.

So what actually makes feedback stick? Naomi Winstone, Professor of Educational Psychology at the University of Surrey, has found that evaluative feedback, thoughtful reflection on work that’s already been completed, tends to be the most memorable and useful. When people understand what landed and what didn’t after the work is done, they’re more likely to carry those lessons forward into their next project.

If you’re not getting clear feedback? Ask for it. And remember that feedback isn’t about tearing anyone down; it’s about building them up, with direction.

“Aging is an extraordinary process whereby you become the person you always should have been.” - David Bowie

Xo,

The FQ

Don’t forget to let us know what you think of The FQ Newsletter here.

HAPPENING AT THE FQ

RSVP to join us:

• FQ Lounge™ @ Possible

• FQ Lounge™ @ Miami Grand Prix 

• FQ Lounge™ @ Consensus

WHAT’S ON DECK

• Tell Me More: The weight eldest daughters carry

• FQ Leaders Spotlight: Odessa "OJ" Jenkins, Founder & CEO, Women’s National Football Conference

• Inside Track: Leaders on the move

• Dear FQ: I’m about to go on parental leave, and I’m stressed about leaving my team in charge

• Poll the Pack: How to get promoted

TELL ME MORE

Sisters are doing it for themselves everyone else

Are you an overachiever? Do you have problems setting boundaries? Do you have anxiety? Are all of these questions making you more anxious? If you answered yes, you may have eldest daughter syndrome. While it is not a medical diagnosis, it is a social-emotional phenomenon that many older sisters experience. When marriage and family therapist Kati Morton posted about it on TikTok, her video went viral. Eldest daughters felt seen. Someone knew their experience and it had a name. 

"Eldest daughter syndrome is a term used to describe the emotional weight that eldest daughters often carry in their families," says Sanam Hafeez, Director and neuropsychologist at Comprehend the Mind. Eldest daughters typically have a core set of characteristics: they are Type A, independent, empathetic, high-achievers, and peacekeepers. They often feel a great sense of responsibility to and for the family. They assist in household duties, child-rearing, and being a role model for younger siblings. And as adults, they are more likely to have successful careers in leadership positions. So how did they get this way?

In the early 20th century, Austrian psychotherapist Alfred Adler developed the birth order theory, the idea that where you fall in the sibling lineup shapes your personality. But in 2015, two separate studies concluded that birth order has little to no impact on personality. Instead, says Louise Tyler, a psychotherapist, “Personality is shaped by a mixture of genetics, upbringing, societal expectations, environment, life experiences, and health. Each child will be born and raised in a specific set of circumstances at any given time in the life of the family.” In other words, it’s complicated. While scientific proof may be lacking for birth order theory, psychologists have *thoughts*.

“Because of the pressures, family expectations and gendered roles placed on eldest daughters, they often grow up as the family’s ‘third parent,’” says psychotherapist Tasha Bailey. That can mean managing siblings, mediating conflict, and even regulating their parents’ emotions, long before they’re ready. Many eldest daughters cite feeling as if their childhood was cut short. One eldest daughter shared, “This occurs because the parents or primary carers are emotionally immature. From birth, the child was born to meet the parents' needs and not allowed to have needs of her own. Common with first daughters, but can also be any child in the family. This child tends to grow up to be the most sensitive and empathetic, due to constant hypervigilance, watching for everyone's emotional regulation.”

And those habits don’t just disappear when she becomes an adult. In adult relationships, she may take on a maternal role, which can cause friction with significant others, friends, and co-workers. They take on more than their share, struggle to set boundaries, and, having been the emotional backbone of the family, they often become the eventual caregiver for aging parents. Over time, constantly putting herself last can lead to anxiety, burnout, and resentment.

And here’s the twist: you don’t actually have to be the oldest daughter to relate. Only children, girls with much older siblings, and even the youngest daughters in certain family dynamics report similar patterns. One woman wrote, “I’m the youngest of ten, and I swear I’m the emotional support sibling. I was the caregiver for my nana and now my parents.” After all, girls step up not because it’s in their DNA, but because society often tells them to do so. 

This isn’t only about sibling order; it’s about how we socialize girls. Birth order theory may not be scientific, but it is cultural. If we want to correct it, we need to examine our own assumptions of gender roles within the home so that daughters can grow up on their own time. 

FQ LEADERS SPOTLIGHT

Troublemakers who don’t fit the mold, and don’t try to.

Looking for a little inspiration? Meet Odessa “OJ” Jenkins, the Founder & CEO of the Women’s National Football Conference. Raised in South Central Los Angeles, OJ went on to become the #1 running back in the world and helped lead Team USA to multiple world championships. But she didn’t stop there. She co-founded the Texas Elite Spartans and later launched the WNFC, the first women’s tackle football league backed by major global sports brands.

Today, OJ is a keynote speaker, coach, and mentor, focused on breaking barriers, building diverse teams, and opening doors for women in male-dominated industries. 🏈 

What’s the worst career advice you’ve gotten?

The worst career advice I've ever received was to say “yes” to everything. When I was in my 20s, I worked at a start-up where I had been given a lot of responsibility, and I was asked to take on duties outside of my job. 

Right after my first big promotion, I had a performance review, and my manager told me that while I was doing those other things well, it was not counting toward my actual role at the company. It was a turning point for me. I realized I shouldn’t say “yes" to everything, but it’s important to be strategic and say “yes” to the things that will get you where you want to go.

What’s the best piece of non-obvious career advice you’ve gotten?

My Aunt Sandra was the most successful woman in my life. I looked up to her and wanted to be like her. After I graduated college, she gave me this very expensive suit and said, “As you go through life, people are going to treat you the way you present yourself. And the clothes you wear are a part of that. So if you want to be taken seriously as a Black woman in the world, you have to think about what you wear.” That advice to dress for the moment has served me well.

What was a heartbeat moment for you in your career?

I was a tech executive when I went to my CEO to see if he would allow me to take a coaching internship at the NFL training camp. It was a scary moment because I had everything I wanted in my current role. I was making good money and helping to build a cool company that was purpose-driven. I knew that by asking to do this internship for 8 weeks, I was potentially risking everything that I'd built. But it was my heartbeat moment because it led me to my purpose. I wouldn't have built this league if I hadn't taken that internship.

Who is one person you’d love to give flowers to from your career that influenced your journey? What advice or lesson did you learn from them?

I’d like to give flowers to Troy Vincent. He's a former NFL player, and now a senior executive for the NFL. He came to our national championship and it was the first time that one of the highest ranking NFL executives came to watch women's football. He taught me about paying it forward and what it means to show up for something you believe in. 

He gave me advice that has stuck with me. He said that it’s easy to get distracted in the world of sports and entertainment, but whatever your main goal is, go all in on what you believe will make it successful.

Where have you caused some good trouble in your career?

I'm causing good trouble in the world of professional football. I believe anyone can do whatever they put their mind to, particularly women and girls.

I’m trying to change women's football through marketing, branding, investments, and bringing in new people, but it hasn’t always been met with open arms. Doing this work is my way of telling the world that they don't get to decide what women and girls do.

Want to nominate a “Troublemaker” you admire? You can do so here.

INSIDE TRACK

Leaders on the move

• Asha Sharma has been named CEO of Microsoft Gaming

• Alexis (Lex) Josephs is now Chief Digital Services Officer at UNFI

• Kristin Wolf has been appointed Chief Strategy & Growth Officer at Ulta Beauty

• Amina MALECK has taken on the new role of Chief Human Resources Officer for LVMH Group HQ and Other Activities

• Kristen Cavallo has returned to MARTIN* as CEO

• Isobel Sita-Lumsden has been promoted to Global Head of Business Marketing at TikTok

DEAR FQ

Your burning career questions answered

Hunter Grace of The Female Quotient weighs in:

First of all, congratulations! As someone who is also about to go on parental leave, I understand your apprehension. When you’ve prioritized your career your entire adult life, letting go can feel daunting. 

First, know that you hired your team for a reason. This can be a moment of growth for them, as you’re giving them space to step up, build confidence, and strengthen the team in your absence. Here are some general practices you can put into place to make the transition feel more manageable:

• Create a simple leave coverage document (like an elevated Out of Office) that tracks key projects, owners, timelines, and escalation paths.

• Start the handoff conversations early, both with your manager and people that report directly to you. Integrate these chats into your weekly one-on-ones, so there is continuous, open dialogue instead of a stressful scramble right before you leave.

• Introduce coverage gradually by looping your team into calls and email threads. This way, both internal and external stakeholders become accustomed to the team mentality, and your team, in turn, feels supported.

Shift your mindset so that you don’t think of it as dropping everything, but handing off a baton. Laying groundwork like this will give you peace of mind. Remember, the most important thing in this situation is you and your little one. It’s a once-in-a-lifetime window to truly unplug and be present. So take a breath, step back, and enjoy the time with your new family. You (and your team) got this!

P.S. Got a burning career question? Serve it up here to Dear FQ to score advice from a powerhouse leader in our network.

POLL THE PACK

Want the promotion?

We’ve all been there. You’re at a certain point in your career and eager to get to the next step. The people who get promoted are often the ones already operating at the next level. They’re not waiting for the title; they’re already demonstrating the judgment, ownership, skills, and strategic thinking the role requires.

So where to begin? The key is upskilling. In other words, get so good they can’t ignore you or do it without you. 

That means stepping outside your current responsibilities and asking, “What does success look like one level up?” Think about where you could improve and what will help you get there. Trust is built when you consistently demonstrate you can think, decide, and execute at that level.

So instead of asking, “How do I get promoted?”, try asking, “How can I start acting like the person who already has this role?” Titles tend to follow proof.

Eldest, middle, youngest, we see you 👯‍♀️

Xo,

The FQ

Don’t forget to let us know what you think of The FQ Newsletter here.

HAPPENING AT THE FQ

RSVP to join us:

• FQ Lounge™ during The Masters

• FQ Lounge™ @ Possible

• FQ Lounge™ @ Miami Grand Prix 

• FQ Lounge™ @ Consensus

WHAT’S ON DECK

• Tell Me More: The science of recognition…who gets the Nobel and why

• FQ Leaders Spotlight: Angela Vranich, Co-founder & Chief Product Officer, Little Spoon

• Dear FQ: How do I advocate for management to be more communicative without sounding entitled? 

• Poll the Pack: The most underrated way to get ahead at work

TELL ME MORE

Who gets credit for scientific breakthroughs?

At 1 a.m., Dr. Mary E. Brunkow did what most of us would do when an international number lights up our phone…she ignored it. It was the middle of the night, and she assumed it was spam. It wasn’t until later that morning, when she opened her door to find a photographer holding a press release, that the moment finally landed. She had just won the 2025 Nobel Prize in Physiology or Medicine.

Dr. Brunkow, alongside Fred Ramsdell and Dr. Shimon Sakaguchi, was honored for discoveries that revealed how the immune system knows not to attack the body. Their breakthroughs have reshaped our understanding of autoimmune diseases like lupus, arthritis, and Type 1 diabetes. Winning a Nobel Prize is extraordinary for anyone. But for women, it carries additional weight because of who has historically been left out.

The Nobel Prize was established in the will of Alfred Nobel, the Swedish chemist and inventor of dynamite, with the intention of honoring those who “shall have conferred the greatest benefit on mankind.” First awarded in 1901 across five categories, Physics, Chemistry, Physiology or Medicine, Literature, and Peace, the prize later expanded to include Economic Sciences in 1968.

In its 125-year history, the numbers tell a troubling story. Just over 6% of all Nobel Prize winners are women, 67 women compared to 1,055 men. And of all the winners, they’ve been mostly white and mostly American. No Black person of either gender has ever won in any of the core categories for science.

At the very beginning, there was reason for optimism. In 1903, Marie Curie became the first woman to win a Nobel Prize, sharing the Physics award with Pierre Curie and Henri Becquerel for their work on radiation. Eight years later, she won again, this time alone, for Chemistry, after discovering radium and polonium. In fact, Marie Curie is still the only person, man or woman, to have ever received the prize in two different science categories. Since her win in Physics, only four other women have claimed the same prize; in Chemistry, only eight. In 2018, when Donna Strickland became aware that she was only the third woman to win in Physics, she asked, “Is that all, really?” Really.

While women have had more representation in Literature and Peace, the sciences remain starkly unequal. Only 30 women, compared to over 650 men, have won Nobel Prizes in scientific fields. The imbalance has sparked international attention in recent years. Women were entirely absent from the list in 2012, 2016, 2017, 2021, and 2024, when only men were recognized in the science categories.

Even when women have made foundational discoveries, they’ve often been erased. Take DNA, objectively one of the most important scientific breakthroughs in history. Much of recorded history credits James Watson and Francis Crick, but actually, Rosalind Franklin played a huge role in cracking the code of life.

In the 1950s, Rosalind Franklin, a chemist and X-ray crystallographer, was researching the structure of DNA alongside Maurice Wilkins. Without her consent, Wilkins provided Francis Crick and James Watson with her X-ray diffraction photo of DNA (the infamous Photograph 51), as well as her unpublished research. This proved instrumental in their discovery of the double-helix nature of DNA. But when Watson and Crick published their papers in 1953, they excluded her name. In 1962, Wilkins, Crick, and Watson received the Nobel Prize in Physiology or Medicine. It wasn’t until years later that she received recognition for her crucial contribution.

The process of choosing who wins a Nobel Prize is shrouded in secrecy. For any award, there is a 50-year moratorium on disclosing any information regarding the evaluations and nominations…meaning scrutiny and accountability are delayed by design.

It wasn’t until 2018 that the Royal Swedish Academy of Sciences and The Karolinska Institute explicitly encouraged nominators to consider gender and geography. It also took over a century for more women scientists to be invited to participate on Nobel Committees themselves. No wonder only 6% of all Nobel Prize winners have been women.

A study of the Nobel Prize awarding process found a 96% probability of bias against women. Historically, nominees have been evaluated based on their publications and leadership. With fewer women in leadership for the sciences, they are at a systemic disadvantage, making stories like Rosalind Franklin’s all the more common. That’s because in these fields, women were still considered an anomaly.

That imbalance begins early. Educational gendering starts in childhood, particularly in STEM. In one hiring experiment, researchers found that both men and women were biased against women’s math abilities. When shown only a candidate's photo, participants overwhelmingly chose men. Even when given real performance data, the bias persisted.

And while there has been progress, barriers remain. Women in STEM experience The Matilda Effect, where their work is cited less frequently, or worse, misattributed to men. Women are even at a disadvantage when it comes to publishing their findings. In economics, it takes a woman 6 months longer to successfully go through a review process, despite outperforming men when it comes to writing clarity.

Caregiving expectations compound the problem. Many women have to choose between their career and family life. If you want proof, just look at the women who have won a Nobel Prize. They are 63% less likely than male laureates to be married and 55% less likely to have kids. 

While more women are pursuing STEM disciplines than ever before, there remains a glass ceiling that has yet to be cracked. If science truly values discovery, progress, and truth, it may be time to pull a meta move: study itself. 

FQ LEADERS SPOTLIGHT

These Troublemakers don’t fit the mold, and they don’t try to. 

Angela Vranich is literally feeding the next generation. She is the Co-Founder and Chief Product Officer of Little Spoon, a subscription-based service offering fresh, nutritionally-optimized food for babies and kids. While she began her career in food-related TV production, Angela decided to follow her passion for organic food. She saw an opportunity to reinvent baby and kids’ food. Most recently, Forbes Magazine ranked Little Spoon as #1 for Best Kids Meal Delivery Services.

What’s the worst career advice you’ve gotten?

When I chose marketing as my college major, my mom told me I should pick accounting instead because there would always be a need for accountants. She wasn’t wrong, but I would’ve made a terrible accountant. Thankfully, I passed up the calculator and followed my gut and creativity instead.

What’s the best piece of non-obvious career advice you’ve gotten?

Don’t build in a bubble. It’s easy to fall in love with your own ideas, but the best products come from really listening to your customers. At Little Spoon, we’ve built a direct relationship with our community. We consistently ask questions and gather feedback. That open dialogue has shaped everything from our product innovation to our digital experience.

What was a heartbeat moment for you in your career?

It was after a milestone year when we surprised our entire team with a company-wide retreat to Mexico. It was a full-circle moment seeing employees’ reactions and realizing we had built something that not only nourished families, but also created a culture worth celebrating.

Who is one person you’d love to give flowers to from your career that influenced your journey? What advice or lesson did you learn from them?

I’d give flowers to Ben Lewis. He’s not only my husband, but a Co-Founder of Little Spoon. Starting a business with your partner isn’t for everyone, but we always challenge and support one another to think bigger. He’s taught me that optimism and rigor can coexist, and that you can dream big and still sweat the details.

Where have you caused some good trouble in your career?

By bringing transparency to baby food. We voluntarily aligned our safety testing with EU standards, because the U.S. system wasn’t enough. Parents deserve to know what’s in their kids’ food. That kind of disruption doesn’t make you popular in every room, but it’s the kind of “good trouble” I’m proud to keep causing.

Want to nominate a “Troublemaker” you admire? You can do so here.

DEAR FQ

Your burning career questions answered

Sydney Kramer of The Female Quotient weighs in:

It’s completely reasonable to want transparency. Your psychological safety depends on it. The key is how you ask. The goal isn’t to sound entitled: “I deserve to know because I work here.” The goal is to come from a place of strategy: “I would like information earlier so I can do my job well.” 

A check-in might sound like this: “I want to make sure I’m prioritizing appropriately. If there are any conversations happening that could shift our goals, I’d appreciate a heads-up so I can focus on other projects while decisions are being finalized.” That language shows respect for the decision-making process and a focus on the bigger picture. Remember, it’s all about doing great work, not office politics.

And for leaders, this is the other half of the equation. You don’t need to have all the answers to communicate. Silence creates more anxiety than honesty ever will. When information is withheld, teams feel uncertain. Transparency, even when things are still unfolding, signals trust.

When employees and leaders communicate with clarity and intention, teams stay focused, effective, and grounded, even when the path forward is still taking shape.

P.S. Got a burning career question? Serve it up here to Dear FQ to score advice from a powerhouse leader in our network.

POLL THE PACK

Career advancement is a team sport

When people think about advancing at work, they usually focus on performance, execution, and professional development. Those things matter, but they’re not the whole story. One of the most underrated drivers of growth is relationships.

Nearly 46% of employees say connecting across teams is what actually helps them move forward. That’s because progress doesn’t come from staying in your lane; it comes from understanding how the lanes intersect. People who build relationships across functions gain context, trust, and influence. They know how decisions get made, who to involve, and how to move ideas forward. 

Consistency matters too. 30% of employees point to simply showing up. That means being reliable, prepared, and present, choosing sustained dependability over performative hustle.

The leaders organizations trust are defined by relationships built over time, supporting one another, and being someone people can count on.

To giving credit where it's due and taking it when it’s yours.

Xo,

The FQ

Don’t forget to let us know what you think of The FQ Newsletter here.

HAPPENING AT THE FQ

RSVP to join us:

• FQ Lounge™ during The Masters

• FQ Lounge™ @ Possible

• FQ Lounge™ @ Miami Grand Prix 

• FQ Lounge™ @ Consensus

WHAT’S ON DECK

• Tell Me More: How urban design fails women

• Troublemaker Spotlight: Rae Williams, host of Broadlines video podcast, The Female Quotient

• Inside Track: Leaders on the move

• Dear FQ: I recently returned after parental leave, and now I feel like people see me as less committed.

• Poll the Pack: The quiet traits that power great teams 

TELL ME MORE

Mind the gap

Ever feel like the city you’re living in is just...slightly off? Like the sidewalk is a nightmare for a stroller, or you’re paying three different bus fares just to drop off a prescription and grab groceries? It’s not in your head. It’s by design.

For the past century, urban planning has been based on a single, very specific perspective: that of the middle-class white male. As architect Dolores Hayden famously argued, “‘A woman’s place is in the home’ has been one of the most important principles of architectural design and urban planning in the United States.” Next time you’re out, take a look around. Seriously. All the statues? Men. Most of the street signs? Named after men.

Basically, cities were built as “containers” for women’s unpaid labor, while men commuted to the "real" world of work. Fast forward to today, and 83% of us live in these cities. That’s a lot of people living in a system that doesn't actually fit their lives.

That brings us to the “default male” blueprint. If you’ve ever sat in a freezing office or felt like a building's proportions were just weirdly huge, you might be meeting "The Modulor." The celebrated French architect Le Corbusier designed this scale of measurement to be the universal standard for architecture. The problem? He based it on a 6-foot-tall white male. He set the "default male" as the physical height of our counters, the width of our hallways, and the reach of our shelves. 

It’s not just about inconvenient shelves; it’s about survival. A 2024 UN Women study found that 32% of women in the U.S. experienced sexual harassment in public spaces in just the last year. Globally, 9 out of 10 women feel unsafe in public areas.

This creates a "geography of fear." Women often shrink their lives to stay safe. Take the public park, for example. In the 90s, researchers in Vienna found that while boys play in public parks well into their teens, girls basically disappear by age 9. Why? Because parks aren't designed with them in mind. Dr. Julia Girardi-Hoog, Vienna’s chief gender planner, points out that something as simple as bushes can be a threat. “We are not big fans of bushes. Trees are much better because they provide shade and you can see through them.”

Then, there’s the “trip chaining” tax. Men usually travel in a straight line: home → work → home. But women often "trip chain." This means hitting the daycare, the grocery store, and the dry cleaners all in one go. Because transit is built for that "straight line" commute, women often get hit with a "pink tax" on mobility. In San Francisco, for example, a woman might have to pay a new fare at every single stop on her chain. 

Even at the highest levels of power, women are fighting for the basics. This year, nearly 60 female lawmakers in Japan signed a petition for more restrooms in Parliament. The building was finished in 1936, a decade before women could even vote. Today, 72 women in the lower house have to share one restroom with two stalls. Imagine trying to run a country while standing in a 20-minute line for the bathroom.

When men are the only ones in the room, they design for people who look like them, which leads to some major "Did they even think this through?" moments. Think about those glass staircases or transparent floors in public buildings. Clearly, a woman was not in that meeting. As LA Times culture writer Carolina Miranda wrote, “All male architects should be required to navigate their own buildings in a skirt.”

The math is simple: the people drawing the blueprints don’t experience the problems.

• 17% of registered architects are women.

• 35% of city planners are women.

• 66% of female architects report dealing with sexism in the industry.

Some cities are doing the work to fix this. Vienna is the "gold standard" here. They didn't just guess what women needed; they used data to widen sidewalks for strollers and create housing complexes with on-site kindergartens and rooftop laundry rooms next to play areas. In Barcelona, they created "Superblocks," neighborhoods where cars are banned, and streets are handed back to the people, making "trip-chaining" errands a breeze instead of a marathon.

As Leslie Kern, author of Feminist City: Claiming Space in a Man-Made World, writes, "In practice, planners are not taking into account that women and girls have been systematically disadvantaged, and sometimes you need policies and services and amenities that help to make up for that." To build a city that thrives, we have to stop treating the "6-foot-tall man" as the only citizen.

We deserve to take up space, and that means space designed specifically for us to move, work, and breathe safely.

TROUBLEMAKER SPOTLIGHT

Rae Williams, host of Broadlines video podcast, The Female Quotient

Born and raised in Kingston, Jamaica, Rae Williams is a journalist, TV host, and pop-culture expert. She knows her way around the entertainment industry, from working the red carpet for the Oscars, Golden Globes, and Emmys, to being a media strategist for major networks. Now, she is the co-host of The Female Quotient’s first-ever video podcast, Broadlines, which debuted in February. On Broadlines, Rae leads real conversations on the news, reframed, rethought, and recharged for women who have *thoughts*. Thoughts on women’s health, motherhood, friendship, money, and everything in between. We don’t need another breaking news alert. We need conversations that break the news down.

What’s the worst career advice you’ve gotten?

Someone telling me that I can't do something. A person who supports you and your vision is never going to tell you that you can’t accomplish something; they’re going to do the exact opposite. It serves as fuel for me because I want to prove that I can, and then I go do it.

What’s the best piece of non-obvious career advice you’ve gotten?

When I began working at an entertainment magazine show in Jamaica, I wasn’t confident that I knew what I was doing. After a few episodes, a producer told me to watch myself back on TV, not out of vanity, but to really study my own work. 

It was amazing advice that has stuck with me. We can all examine and reflect on things we’ve done. Sometimes it leads to moments of, “I’ve come a long way,” and other times, I evaluate what I could have done better so that I can improve for next time.

What was a heartbeat moment for you in your career?

I had gone back to Jamaica and was working at the same TV station I’d started at when I was 16. I was known in the community, my family was known, I had friends, history, and a sense of comfort there.

Eventually, I worked up the courage to move back to the States, but not to where I actually wanted to be. Los Angeles felt too big and too uncertain. I took a job in Austin at a company I didn’t feel aligned with. I told myself it was a stepping stone, but deep down I knew that I was afraid to go after what I really wanted.

When I got fired, it turned out to be the best thing that could have happened. Suddenly, I had a choice. I could go back to Jamaica, to what was familiar and safe. Or I could take a real risk and move to Los Angeles without a job, without family, and without connections. I moved to Los Angeles and finally went after the career I’d been dreaming about.

Who is one person you’d love to give flowers to from your career that influenced your journey? What advice or lesson did you learn from them?

My mom, Cathy Rattray, is no ordinary mom. She’s a four-time Olympian in track and field, and while training at the highest level, she was also a teacher. Watching her juggle both taught me what discipline really looks like. More importantly, it showed me the power of having a genuine love for what you do.

She was also my first introduction to television and entertainment. I’d go to the station with her as she did commentary for athletic events, taking it all in. Somewhere in those moments, I realized I wanted to be in front of the camera too.

She’s been my biggest champion. She pushes me to break things down into actionable steps, take chances, put myself out there, and stop waiting for the “perfect” moment. She’s nurturing, but she’s also honest about where I am, what I’m doing, and what isn’t working. Having someone you deeply respect who’s willing to tell you the truth is one of the greatest gifts. I value direct feedback, and she’s always given it to me with love.

Where have you caused some good trouble in your career?

Some people still see a career in entertainment journalism as frivolous. I see it as essential. The entertainment industry doesn’t just influence how we think and feel, it’s a massive ecosystem that employs millions of people and shapes culture in real time. It intersects with business, technology, AI, politics, and the consequences of DEI initiatives being rolled back. What happens in entertainment doesn’t stay there. It ripples outward.

A few years ago, while working at a company, I pitched a story on mental health in the creator economy. The response I got was that nobody feels sorry for influencers, and audiences wouldn’t care. But today, that same issue is being recognized as an epidemic. Content creators now face some of the highest rates of depression and suicide in the industry.

If that story had been taken seriously earlier, maybe the conversation and the outcomes would look different today. That’s why I’ve been willing to cause a little “good trouble.” Telling stories that others dismiss as frivolous is how awareness starts, and real change begins.

Want to nominate a “Troublemaker” you admire? You can do so here.

INSIDE TRACK

Leaders on the move

• Magali Huot is now Director of Games Marketing, Mainstream Games at Netflix.

• Danielle Carney has taken on a new role as Head of U.S. Ad Sales at Paramount.

• Sarah Sylvester has been appointed Chief Marketing Officer at Lands’ End.

DEAR FQ

Your burning career questions answered

Vanessa Buenger of The Female Quotient weighs in:

First of all, congratulations on your new arrival! This should be an exciting chapter. Returning to work after a monumental life change is not a lack of commitment, but proof of it. You are returning with a refined set of skills: heightened efficiency, radical prioritization, and a new level of emotional intelligence. That said, there are proactive ways to make your commitment visible in a world that can sometimes struggle to see you outside of your new role as a mother.

Proactively schedule time with stakeholders to align on priorities, expectations, and how you want to show up in this next chapter. Don't wait for them to "give" you your old desk back; define what it looks like. Create and share a 30-60-90 day plan. Outline how you’ll get back up to speed and what success looks like in the near term. Share this roadmap with your manager and your team. This doesn't just show you're "back," it shows you are leading.

If your company allows it, advocate for a "soft landing." Start with a Tuesday-to-Thursday schedule for the first two weeks. It helps both your nervous system and your baby adjust to the new rhythm without the shock of a 40-hour sprint.

Be your own champion, share your wins, highlight the impact of your work, and make your value visible. There is often a “motherhood penalty” bias where colleagues assume you’re less interested in high-stakes projects. Correct them early by raising your hand. Finally, if after all of this you still feel that taking time to care for yourself and your family is being held against you, it’s okay to ask a bigger question: Is this the right environment for the career and life you’re building? If your current culture treats your evolution as a liability rather than an asset, they are the ones losing out on a high-performing leader.

Remember, you didn’t lose your professional identity; you’re evolving and expanding it.

P.S. Got a burning career question? Serve it up here to Dear FQ to score advice from a powerhouse leader in our network.

POLL THE PACK

The quiet traits that power great teams

World War I flying ace Eddie Rickenbacker once shared a truth that still hits: “I can give you a six-word formula for success: Think things through, then follow through.”

It sounds simple, right? But in a world of "let’s circle back" and forgotten emails, follow-through is actually the rarest and most valued trait in the workplace. When you do what you said you’d do, you aren't just finishing a task; you’re building a brand of reliability. You become the go-to person people can trust.

Follow-through is a baseline. To really level up, you need two more things:

• Self-awareness: About 33% of employees say self-awareness is the #1 trait they look for in a teammate. Why? Because nobody wants to work with the person who doesn’t realize they’re sucking the air out of the room or missing their own blind spots. Being self-aware means knowing your limits, owning your mistakes, and having the empathy to actually listen. It’s the difference between being a "boss" and being a leader people want to follow.

• That "MacGyver" energy, resourcefulness: If you want to be indispensable, learn to navigate the "I don't know" moments. Resourcefulness is about having a growth mindset, seeing a brick wall, and looking for a ladder. Resourceful people don't panic when things get messy; they get creative.

The bottom line: You don’t need to be the loudest or most energetic person in the meeting to be the most impactful. If you can think it through, stay self-aware enough to pivot, and have the grit to finish what you started, you’re already ahead of the pack. 

Here’s to unapologetically taking up space.

Xo,

The FQ

Don’t forget to let us know what you think of The FQ Newsletter here.

HAPPENING AT THE FQ

RSVP to join us:

• FQ Lounge™ @ Possible

WHAT’S ON DECK

• Tell Me More: The richest Black women have infant mortality rates at the same level as the poorest white women

• Troublemaker Spotlight: Tara Wolters-Smythe, COO, Off-Piste Fine Arts

• Inside Track: Leaders on the move

• Dear FQ: A senior leader I admire left abruptly. Now everyone is whispering.

• Poll the Pack: You deserve a break

• TLDR 🎙️: Listen here

TELL ME MORE

The Black maternal health crisis

On January 1, 2026, Dr. Janell Green Smith, a Black midwife who dedicated her life to maternal health, died from childbirth complications while delivering her first baby. She was just 31 years old.

Dr. Smith had assisted in more than 300 births. She was a fierce advocate for safe, equitable childbirth and Black maternal health. The American College of Nurse-Midwives described her as a “respected midwife, scholar, and advocate whose life and work reflected a deep commitment to evidence-based and equitable care.” Her death is heartbreaking, and it’s not an anomaly. It’s a devastating reminder of the maternal health crisis facing the U.S., especially Black women.

In 2023, the U.S. maternal mortality rate was 18.6 per 100,000 live births. 80% of those deaths were deemed preventable. That alone should stop us in our tracks, especially given that the U.S. is one of the wealthiest countries in the world. In fact, the U.S. has the worst maternal and infant mortality rates of any high‑income nation. Norway, which most closely mirrors the U.S. in per‑capita income, has a rate of 1 per 100,000 live births. This is alarming.

It becomes even more alarming when you look at race. For Black women, the maternal mortality rate jumps to 47.4 per 100,000 live births. Black women are three times more likely to die from pregnancy than white women, and twice as likely to experience severe complications. This holds true regardless of income or education. One study found that the richest Black women have infant mortality rates at about the same level as the poorest white women.

This isn’t a coincidence. It’s the result of structural racism deeply embedded in the U.S. healthcare system. A century ago, The Flexner Report (1910), funded by the American Medical Association, set the foundation for modern medical education, but at a devastating cost. It was overtly biased, led to the closure of all but two Black medical schools, and dismissed the legitimacy of Black doctors. Today, only  5.7% of physicians are Black, a direct legacy of that decision. The erasure continued. For generations, midwives known as “Granny midwives,” Black women who attended half of all births in the U.S., were pushed out by medical institutions. By 1975, only 1% of births involved a midwife.

Trust in the system continued to erode through violations like the Tuskegee Syphilis Study, which ran from 1932 to 1972, studying Black men with syphilis, but without consent or treatment. That betrayal still echoes today, particularly for Black women who feel dismissed, judged, or outright ignored by medical professionals. That distrust shows up in modern medical care:

• 30% of Black, Hispanic, and multiracial mothers report being mistreated during childbirth.

• Black women are more likely to be given drug tests in hospitals despite being less likely to test positive than white women.

• They receive less pain medication, face more caesarean sections, and are too often not believed when they say something is wrong.

These outcomes are deadly. Says OBGYN Dr. Chiamaka Ilonzo, “When communication and trust are lacking, it can result in a breakdown of the patient-provider relationship, contributing to poorer outcomes, including missed diagnoses, inadequate care, or the dismissal of patient concerns.” 

Decades of housing regulations and redlining, segregating the Black community from up-and-coming white neighborhoods, left many Black families with limited access to high-quality hospitals. Lack of reliable transportation means they often give birth at under-resourced facilities, where maternal death rates are higher. Also, Black individuals are twice as likely to be uninsured. While 65% of Black mothers rely on Medicaid, that coverage often ends just 60 days after delivery. But 70% of maternal deaths happen after that point, exposing a dangerous gap in the system.

The Black maternal mortality crisis is a national emergency. Dr. Janell Green Smith should still be here, advocating, healing, and delivering the next generation. Her legacy calls us to act. Here are just a few of the critical steps we can take to move forward:

• Train culturally competent healthcare professionals who understand systemic inequities.

• Recruit and elevate more Black medical providers across specialties.

• Implement Telehealth and transportation support to overcome access challenges.

• Extend Medicaid postpartum coverage to at least one year nationwide.

• Normalize the use of midwives, as recommended by the WHO, especially in underserved communities.

Preparing for a baby should be a joyous and exciting time. The last thing a mother should deal with when creating a new life is fearing for her own. Dr. Janell Green Smith once said of her work, “I wanted to be a part of the solution and step into a role as the provider that would listen to my patients when they said they were in pain. I wanted to be the provider that would answer the questions and that would go above and beyond to allow my patients to feel comfortable in their journey of pregnancy and in labor.”

TROUBLEMAKER SPOTLIGHT

Tara Wolters-Smythe, COO of Off-Piste Fine Arts

Tara Wolters-Smythe is bringing new energy to the art world by making it more accessible, immersive, and connected. As COO of Off-Piste Fine Arts, she draws on two decades of leadership in luxury retail and distribution to reimagine how people discover and experience contemporary art. With galleries across North America, Off-Piste showcases work that spans painting, sculpture, photography, and glass; but it’s more than just a place to buy art. Through artist residencies, hospitality collaborations, and curated exhibitions, Off-Piste is turning art collecting into something more dynamic: a way to connect IRL with people, stories, and spaces.

What’s the worst career advice you’ve gotten?

Early in my career, I was a baker’s apprentice, and I hated it. My parents encouraged me to stick it out as it was stable, the pay was good, and it had benefits. But I could not stay in a job that made me miserable. 

I moved away and went to business school, and that was probably the best decision that I've ever made. At Capilano University, I studied a little bit of everything. It was a great start for me to dig into what I wanted to do. It made me realize two things: you can reinvent yourself many times in your career, and it's okay to leave and start something completely different.

What’s the best piece of non-obvious career advice you’ve gotten?

Surround yourself with people who care and have the same values.

What was a heartbeat moment for you in your career?

Getting pregnant during one of the busiest times in my career forced me to slow down, get intentional, and lean on the incredible team we’d built. What I didn’t expect was how much that shift would give back. It helped me refocus and show up with more clarity, creativity, and compassion. Motherhood didn’t just change my pace; it transformed how I lead and helped me redefine what success really means.

Who is one person you’d love to give flowers to from your career that influenced your journey? What advice or lesson did you learn from them?

I would like to give flowers to Kyle Nordman. He started as a friend, became a colleague, and turned into a mentor. He guided me with patience and honesty, always treating me as an equal. I gained confidence, started believing in myself, and grew in my career because of his support. He even told me about my current role. At first, I was hesitant, thinking I didn’t have the right background in art. But he saw how my experience in sales and leadership would translate. His encouragement helped me see it too, and it’s why I’m here today.

Where have you caused some good trouble in your career?

I have a healthy amount of skepticism, and I like to question the norm. My operational background comes into play, as I’m always thinking of a more efficient way to go from A to B. I get into trouble with my team because I will look at a procedure, completely rip it apart, and figure out the pain points to see if we can do something more streamlined. Sometimes it works, and sometimes it doesn't. But I never regret doing it, as it gives me a better understanding of how things work.

Want to nominate a “Troublemaker” you admire? You can do so here.

INSIDE TRACK

Leaders on the move

• Jill Estorino is the new President of Disneyland Resort. Previously leading Disney Parks International and bringing Disney’s magic to life from Paris to Hong Kong, Shanghai, and Tokyo, Jill spent her career creating experiences where imagination, storytelling, and innovation come together for people around the world.

• Tasia Filippatos is now the President of Disney Parks International. Most recently President of Disney Consumer Products, Tasia led Disney’s global merchandise and licensing business across 180+ countries and more than 100 product categories, forging partnerships across fashion, luxury, technology, gaming, and publishing.

• Susan Credle has been named the 2026 Lion of St. Mark honoree at the Cannes Lions International Festival of Creativity. An advertising legend, Susan’s work, from reimagining the iconic M&M’s characters to bringing storytelling and imagination to McDonald’s Happy Meals, has shaped culture and the creative industry for decades.

• Molly Jolly has been named president of the Los Angeles Angels, making her the first woman in franchise history to hold the role. After 26 years with the organization, and the current senior vice president of finance and administration, she steps into one of the most influential leadership positions in Major League Baseball, joining a small but growing group of women leading MLB teams.

• Katie Klumper has stepped into her new role as VP of Marketing Operations and Transformation at GEICO. As Founder and CEO of Black Glass, Katie helped CMOs rethink how organizations truly work, while championing the idea that marketing leaders are powerful business builders. Now, she’s bringing that expertise in-house as one of the first hires under CMO Arianna Orpello.

• Abby Teisch has been promoted to Chief Marketing Officer at Williams-Sonoma, Inc. Over the past two decades, Abby has helped shape the voice and vision of beloved brands, including Williams Sonoma, Pottery Barn, and West Elm. As CMO, she will lead enterprise-wide marketing across the portfolio.

DEAR FQ

Your burning career questions answered

Erika Tascon of The Female Quotient weighs in:

When a respected leader exits abruptly, the silence can be louder than any announcement. And if that person was close to you or directly impacted your role or growth, it can genuinely hurt. Losing a mentor or support system at work brings real uncertainty and a loss of direction.

Right now, that uncertainty isn’t just about one departure; it’s part of a broader backdrop of job insecurity. Nearly half of workers (about 46%) say they’re worried about layoffs in the next year, and job confidence is at record lows.

It’s natural to be curious and get pulled into speculation. However, gossip rarely brings clarity. What it does bring is distraction and increased anxiety.

If the departure directly affects your work, it’s fair to talk with your manager or a senior leader about what changes and what doesn’t. But if it doesn’t affect you, sometimes the best move is to stay focused. The reality is that so much happens behind closed doors, most of it out of your control. What is in your control is how you show up and where you put your energy.

P.S. Got a burning career question? Serve it up here to Dear FQ to score advice from a powerhouse leader in our network.

POLL THE PACK

Pause. Breathe. Return Stronger.

It’s happens to all of us. We hit that point where the to-do list feels endless and our brain refuses to cooperate. So how do you get the motivation when you’re running on empty? Take a break. 

When you are engaging in work, your brain becomes depleted of energy. And science backs it up. According to Professor William S. Helton, when you’re deep in focused work, your brain literally burns through its “mental fuel.” No wonder you feel drained.

A real break, not just a scroll through your social feeds, can reset your focus, lower stress, boost mood, and even improve memory. It’s not slacking; it's a smart strategy. Burnout builds over time. So step away, reset, and come back with the clarity and energy that both you and your work deserve.

To honoring and fighting for mothers,

Xo,

The FQ

Don’t forget to let us know what you think of The FQ Newsletter here.

HAPPENING AT THE FQ

RSVP to join us:

• FQ Lounge™ @ Possible

WHAT’S ON DECK

• Tell Me More: Women-only spaces are on the rise

• Troublemaker Spotlight: Nathalie Lambert, International Skating Union, Chair Short Track Technical Committee

• Inside Track: Leaders on the move

• Dear FQ: My job’s “do more with less” culture is wearing me down. How do I advocate for myself?

• Poll the Pack: The daily schedule: our lifeline and our tormentor

• TLDR 🎙️: Listen here

TELL ME MORE

Grin and bear it

“Would you rather be alone in the woods with a man or a bear?” What started as a viral social media question became something much deeper. Millions of women paused...and picked the bear. Their answer signals a sobering truth about how unsafe the world feels for women.

This wasn’t only about physical safety; it struck a nerve around psychological safety, too. Women live in a world where fear for their safety is factored into daily routines: “Don’t walk alone at night.” “Keep your location on.” “Watch your drink.”

So it’s no surprise that women-only spaces are on the rise. Take Earlybirds, a dance party that starts at 6pm and wraps by 10pm, created for women who have stuff to do in the morning. Founded by Laura Baginski and the late Susie Lee, it’s a space where women can let go, dance freely, and feel safe. What started in Chicago is now growing across the U.S., giving women a place to reclaim joy on their own terms. “Dancing is my happy place, but as a middle-aged woman, I thought my dancing days were relegated to wedding receptions and bar mitzvahs,” one woman shared. “Then Earlybirds came to town! I go by myself, find my little corner of the dance floor, and dance my butt off for hours. The vibe is friendly, the music is great, and I’m in bed before 11pm. What could be better?”  

The appeal is clear: no judgment, no pressure, no male gaze. For frequent attendee Beth Weinmann, it provides her the opportunity, “to leave my responsibilities at the door for a few hours, and go home feeling a little bit lighter and more free.” Similar spaces are emerging across Europe, too. ‘Mums Club’ nights are taking over nightclubs, offering early hours, no-pressure vibes, and no expectation to stay out late. “We’re neither drunk nor exhausted. By 11pm, I’ll be in bed, and tomorrow at 7am, I’ll be ready to make my kids’ breakfast,” shared one partygoer. Another said, “We’re not here to flirt or pick anyone up; we’re just here to have fun and party from 7pm to 10pm.” Now that’s the kind of party we can get behind.

For many women, the danger doesn’t stop at the club door. That’s why countries like Brazil, Japan, Mexico, and Germany have introduced women-only subway train cars. But not everyone agrees. Critics argue it sidesteps the real problem. Instead of isolating women, we should be fixing the system: better street lighting, visible staff, faster response times. But until these larger changes happen, the demand is growing. 

In the UK and France, petitions for women-only carriages are gaining traction. One London campaign led by 21-year-old Camille Brown has already gathered more than 14,000 signatures. Brown shared that her parents once required her to send a daily “SAS” text, meaning “Safely At School,” a routine she only understood once she recognized the risks girls face navigating the city alone.

In the UK, violent crimes against women on trains have jumped over 50% in the past two years. Sexual assault and harassment are also up more than 10%. Transport for London has stated it does not plan to introduce women-only carriages, but the growing push signals something bigger: women are asking for safer public spaces and for their voices to be taken seriously. 

Rideshare platforms are catching on. Uber and Lyft allow women and non-binary riders to request female drivers and vice versa. Over 100 million trips have been booked using this option worldwide. “It’s about giving women more choice, more control, and more comfort when they ride and drive,” said Camiel Irving, Uber’s VP of Operations and GM of North America Mobility.

The multi-trillion-dollar wellness industry is also catching on to women-only spaces. Resorts centered around women’s health and wellness are on the rise, expanding beyond beauty, yoga, and relaxation to include care that supports women through every stage of life. Canyon Ranch is opening its third women-only location in Austin, Texas, in 2026. It will offer services tailored to the physiological changes women experience through different life stages, from postpartum to menopause. Pioneers like Sha Wellness in Mexico and Spain, Ananda in the Himalayas, and Kamalaya in Koh Samui are already leading the way with programs addressing fertility, pelvic floor health, and hormone balance. In women-only spaces designed with their unique needs in mind, women can access care that feels personal and long overdue.

Creating women-only spaces isn’t about isolation. It’s about carving out places where women don’t have to shrink, apologize, or scan the room for risk. As Hannah Nathanson, Features Director at Elle magazine, writes: “Sometimes, women need to exist in their own echo chamber in order to be able to deal with an often male-dominated society. Women are sharing ideas and acting as mentors, and women-only, women-led spaces encourage this.” They aren’t the end goal, but for now, they give women room to breathe. And that’s a step worth dancing for.

TROUBLEMAKER SPOTLIGHT

Nathalie Lambert, International Skating Union, Chair Short Track Technical Committee

Nathalie Lambert is one of the greatest short track speed skaters of all time, with 4 Olympic medals, 20 World Championship medals, 3 All-Around World Championships, and 4 world records to prove it. She has been a leader on and off the ice, as evidenced by her being selected as Canada’s Chef de Mission for the 2010 Olympic Winter Games. She is a passionate advocate for health and fitness and, since her retirement from skating, has served as the Director of Communications and Marketing at Montreal’s Club Sportif MAA. In 2010, she was the first woman appointed to the International Skating Union Short Track Technical Committee. She has been named an Officer of the Order of Canada, one of the top civilian honors, and was inducted into the Canadian Olympic Hall of Fame, Quebec’s Sports Hall of Fame, and Canada’s Sports Hall of Fame.

What’s the worst career advice you’ve gotten?

I’m not sure it was a single piece of advice, but more a mindset we accepted at the time. In the 1980s and 1990s, the belief was that pushing harder was always better; that more training, more strain, more sacrifice was the price of greatness. Doctors warned me there would be consequences, but when you’re young and driven, you don’t fully understand what that cost will be. For me, that “invoice” came in the form of two knee replacements and ongoing back issues at a young age.

I don’t live with regrets. But I do believe we now know better. High performance shouldn’t mean long-term damage.

What’s the best piece of non-obvious career advice you’ve gotten?

“As a team, you will never be stronger than your weakest link, so you have to take care of your weakest link.” That came from Dr. Jean Grenier, one of the builders of short track when I was a skater. At the time, I didn’t fully grasp what he meant. 

But in 1994, during the Olympic relay, our rookie teammate fell. She was overwhelmed and nervous. We were each so focused on our own performance that we didn’t see her struggling. We lost the gold medal because of it. Suddenly, his words made perfect sense.

Teams don’t fail because one person isn’t good enough. The real strength of a team comes from support, awareness, and making sure everyone feels steady before the race begins.

Who is one person you’d love to give flowers to from your career that influenced your journey? What advice or lesson did you learn from them?

My former coach, Yves Nadeau. I was lucky to have a coach who valued effort and discipline just as much as raw talent. Early on, some of my teammates picked things up more quickly, and it would have been easy to label me as “less promising,” but he never did.

He never made me feel less than or unimportant. And most importantly, he never made the destination I dreamed of feel out of reach. He convinced me that I could become great, even during moments when I’m not sure he fully believed it himself. That belief changed everything. From him, I learned to take pride in the journey. Progress isn’t always flashy. Sometimes it’s quiet, steady work. And the right leader sees that before you do.

Where have you caused some good trouble in your career?

As a builder within Short Track and a member of the Technical Committee, I’ve pushed for changes that weren’t always immediately welcomed. In sport, like in many industries, “It’s always been done this way” can be the most common response to new ideas.

But progress requires challenging that mindset. Some of the initiatives our committee introduced, including the Mixed Team Relay, the Crystal Globe, and zero false start tolerance, took real perseverance. They required difficult conversations, patience, and a willingness to withstand skepticism.

Good trouble, to me, is about moving the sport forward, even when change feels uncomfortable. I’m proud of the role I’ve played in helping Short Track evolve.

Want to nominate a “Troublemaker” you admire? You can do so here.

INSIDE TRACK

Leaders on the move

• Andrea Perez has been appointed the first Global President of FP Movement. Stepping into this role on the heels of record-setting Q4 earnings is a powerful testament to Andrea’s leadership and vision.. During nearly two decades at Nike, she scaled Jordan Women’s into a billion-dollar business, building one of the most influential platforms for women in sport.

• Michelle St Jacques has stepped into a new role as President of the Consumer Goods Division at MrBeast (Feastables). Michelle has built an extraordinary career shaping iconic brands at Unilever and Kraft Heinz, and driving growth as Chief Marketing Officer and Chief Commercial Officer at Molson Coors, where she helped lead an $8B+ portfolio across the Americas.

DEAR FQ

Your burning career questions answered

Maggie Russo of The Female Quotient weighs in:

The classic corporate magic trick: turning one person into an entire department. I feel for you. Not only is this overwhelming, but it’s frustrating. It’s completely understandable that it’s leading to a feeling of burnout. 

When your team is understaffed and expectations keep piling on, it’s easy to feel like you need to quietly power through. But advocating for realistic expectations isn’t about pushing back; it’s being honest about what is actually feasible for you and the size of your team.

Instead of framing it as, “I’m overwhelmed,” try grounding the conversation in capacity. Clearly outline what you’re working on, how long things realistically take, and what may need to shift if new priorities are added. You can also ask, “What should I prioritize?” This opens the door to a more constructive conversation.

At the end of the day, you’re not complaining; you’re setting expectations that help protect both the quality of your work and your well-being.

P.S. Got a burning career question? Serve it up here to Dear FQ to score advice from a powerhouse leader in our network.

POLL THE PACK

Time-blocking wins the day

Ah, the daily schedule, our lifeline and our tormentor. It keeps us organized, sure, but it also serves as a not‑so‑gentle reminder of just how much we have to do. So what actually helps people get things done? When we asked employees which calendar strategy works best, most pointed to time‑blocking, carving out specific chunks of time for focused work. This method helps you stay organized, reduce context‑switching, and protect blocks for deep thought, instead of letting your day get eaten by reactive tasks. Think of it like making appointments with yourself for the work that matters. Studies show that scheduling focused time helps cut through noise and makes your day feel less chaotic.

Then there’s the idea of a no‑meeting day; a designated pause where you can breathe, think, and actually *do work*. Meetings are necessary, but they also fragment our time. A day without meetings gives you uninterrupted windows to focus, plan, and actually move the needle without jumping from call to call.

The takeaway? Take time (yes, schedule it) to reflect on your own work style and experiment with what helps you produce your best work.

Now go dance it out 💃

Xo,

The FQ

Don’t forget to let us know what you think of The FQ Newsletter here.

HAPPENING AT THE FQ

RSVP to join us:

• FQ Lounge™ @ SXSW

WHAT’S ON DECK

• Tell Me More: Wandering wombs, flying uteruses, bicycle face, oh my!

• Troublemaker Spotlight: Joanne Wilson, Founder and CEO at Gotham

• Inside Track: Leaders on the move

• Dear FQ: How do I stop getting volunteered for assignments without looking uncooperative?

• Poll the Pack: The shower 🚿, your brain’s secret weapon

• TLDR 🎙️: Listen here

TELL ME MORE

Not so ancient history

From wandering wombs to flying uteruses, history is full of wild myths about women's bodies. To kick off Women’s History Month, here’s a look at some of the most bizarre beliefs that shape the way we talk about women, menstruation, childbirth, and more, and you can’t help but laugh a little. However, we do think it’s time we replace myths with facts, because better education for everyone is key to ending the stigma. 

Let’s rewind to one of the earliest medical authorities: Hippocrates. Yes, that Hippocrates, the one tied to the Hippocratic Oath, which tells doctors to do good, do no harm, and treat all patients fairly. But he helped cement harmful gender biases that still echo through modern medicine. He was the first recorded doctor to diagnose hysteria, a so-called “female disease” he believed was caused by the uterus wandering through the body, disrupting organs and poisoning blood. The word “hysteria” literally comes from the Greek word for uterus. 

Fixing the wandering uterus? According to ancient belief, you needed perfumes and aromatics. The uterus would flee from bad smells and be drawn toward pleasant ones, healing the woman and her “hysteria” in the process. And the reason her uterus started wandering in the first place? Too little sex and too few babies. Pregnancy, they claimed, protected against hysteria, reinforcing the idea that a woman’s job was to reproduce.

These myths didn’t stop in antiquity. In the 19th century, doctors warned that women were too “delicate” for train travel; traveling faster than 50 mph, they said, could make a uterus literally fly out. Yes, really. But by the late 1800s, women were, indeed, riding the rails, traveling solo, working, and owning their independence; safely, we might add. 

Women who rode bikes risked permanent damage to their reproductive systems, and even something called “bicycle face,” a made-up condition discouraging women from riding freely. Some believed a young woman visiting the city or eating an “exciting” diet could trigger early menstruation. These weren’t medical facts. They were tools to control women’s autonomy.

In 1876, Harvard physician Dr. Edward H. Clarke doubled down on the myth with his book Sex in Education. His claim? A woman’s energy was finite. If she studied too hard, her brain would steal energy from her womb, leading to infertility. For young girls, education was seen as a threat to developing “proper” reproductive organs. Then Freud joined the party. He linked hysteria to a woman’s supposed realization that she wasn’t a man and, therefore, wasn’t “whole.” His prescription? Marriage and sex as quickly as possible. That was the cure…

Even into the 20th century, these myths influenced health debates. When Tampax tampons hit the market in the 1930s, there was a movement to stop it, claiming that tampons would cause sexual pleasure, block menstruation, or take a woman’s virginity. This belief was so widespread that until the 1990s, Tampax was still working to debunk this myth.

And despite medical advances, bias persisted in research itself. In 1977, the FDA barred women of “childbearing potential” from clinical trials, reasoning that fluctuating hormones would skew results. As Elinor Cleghorn, author of Unwell Women: Misdiagnosis and Myth in a Man-Made World, said, “When clinical research exempts women, on the grounds that female hormones fluctuate too much, medical culture is reinforcing the centuries-old myth that women are too biologically erratic to be useful or valuable.” This ban wasn’t lifted until 1993 (!!).

And still…the gender gap in medicine persists. In the U.S., diseases affecting men receive twice as much funding as those affecting women. A 2010 study found male animals were used in neuroscience research 5.5 times more than females. It took until 2016 for the NIH to require that biological sex differences be reported and examined, and enforcement remains inconsistent. 

The impact is dangerous. Women’s pain is often dismissed, and because symptoms can present differently than in men, diagnoses can be delayed or missed. Heart disease, the leading cause of death for women, is frequently misdiagnosed because doctors aren’t trained to recognize sex‑specific symptoms. Autoimmune diseases, ovarian and cervical cancers, and multiple sclerosis are among the conditions where women face long delays and multiple visits before a diagnosis.

Breast oncologist Elizabeth Comen put it this way: “We’re not just ‘our boobs and our tubes'. Our biology and our presentation of disease are extraordinarily different from men’s. There has never been, in the history of Western medicine, a belief system that extolled women’s bodies and women’s intelligence as being as powerful as men’s. This framework still infiltrates all of medicine.” 

So what’s the answer? Prioritize research that understands women’s bodies. Today, only 5% of healthcare research funding is dedicated to women’s health. It’s time we replace myths with facts, not just for Women’s History Month, but for a future where women’s health gets attention, respect, and resources. Hippocrates used storytelling disguised as medicine. And those stories stuck. To move forward, we need better data and the dismantling of narratives that have long defined women’s bodies as flawed, overly emotional, or less than.

TROUBLEMAKER SPOTLIGHT

Joanne Wilson, Founder and CEO at Gotham

Joanne Wilson is a force across industries. With her latest venture, Gotham, she’s redefining the cannabis retail experience by merging it with art, fashion, and design. Joanne is also an early-stage angel investor who has backed over 140 companies, and together with her husband, founded Gotham Gives, a charity focused on improving life for all New Yorkers. Joanne serves as Chair of The Public Housing Community Fund and sits on the board of Friends of the High Line.

What’s the worst career advice you’ve gotten?

My first job was running the cosmetic department at Macy’s in King Plaza, which was, at that point, the second-largest cosmetic department in all Macy’s nationwide. I was 21 years old, and I had 150 people reporting to me. I'm an entrepreneur at heart, and working for people was never something I excelled at. 

After some tension, my manager had me sit down with the head of HR, who told me point-blank that I was “too aggressive for retail.” Instead of shrinking, I went straight to the head of the store. She told me to ignore it and keep doing what I was doing. That moment taught me something early: people will try to change you to fit their mold. The key is knowing when to take the feedback and when to trust your gut instead.

What’s the best piece of non-obvious career advice you’ve gotten?

In my third position at Macy’s, I was an assistant store manager. I was given the advice to spend time in places that make me uncomfortable. I had cosmetics under my belt and understood it, so I was advised to spend less time there. It makes a lot of sense. For example, if you’re running a company and are really good at marketing, it’s easy to spend a lot of time in marketing. But where you should be spending your time is finding out how your other departments run.

What was a heartbeat moment for you in your career?

I’ve had 18 different jobs across my entrepreneurial journey, and this one feels like the culmination of it all. Every lesson, every pivot, every challenge; it’s all come together here.

The cannabis industry is full of friction. The regulatory landscape is vague, the taxes are disastrous, and the market is still in its infancy. But that’s also what makes it so compelling. Opening our first store was a defining moment. It wasn’t just about launching a retail space; it was about building something thoughtful and intentional, with a great team and a clear vision. That felt like progress.

Who is one person you’d love to give flowers to from your career that influenced your journey? What advice or lesson did you learn from them?

My husband and children have been my greatest mentors. My husband and I have always been true partners in life and in business. We've supported each other’s ventures, built things together, and offered honest feedback along the way. My children, all entrepreneurs themselves, constantly challenge my thinking and help me see things from different angles. Mentorship isn’t just top-down; it’s about who helps you grow, and they do that for me every day.

Where have you caused some good trouble in your career?

I've caused trouble my entire career. As an angel investor, I made it my mission to invest capital in female founders and Black and Brown founders. I started a conference called the Women's Entrepreneur Festival to highlight women. In the beginning of the start-up space, I was considered controversial, speaking out about how women were not being treated equally and not getting investors. I would call out venture capitalists. I've never held back because I believe that transparency and honesty are the only way to behave in your career and your personal life.

Want to nominate a “Troublemaker” you admire? You can do so here.

INSIDE TRACK

Leaders on the move

• Véronique Courtois has been appointed CEO of LVMH’s beauty division. While women represent nearly 69% of the global beauty workforce, they hold just 29% of leadership roles. With more than two decades at LVMH, including leading Parfums Christian Dior, Véronique’s leadership signals a new era for beauty where women not only power the industry, but lead it.

• Joanna Strober is co-founder and CEO of Midi Health, which serves more than 230,000 patients across all 50 states, expanding care across life stages from menopause to metabolic and long-term wellness. Midi Health’s recent $100 million Series D and $1 billion valuation is a signal that women’s health is finally being valued at scale.

• Meredith Brace has stepped into her new role as Chief Marketing Officer at MINT. From leading advertising teams at Microsoft and HP to scaling startups and driving marketing at FOX Corporation, she has helped brands stand out and lead with impact. At MINT, she’ll elevate global brand visibility and strengthen the company’s position in advertising operations.

• Meredith Brace has been named Chief Marketing Officer at MINT. From leading advertising teams at Microsoft and HP to driving marketing at FOX Corporation and scaling innovative startups, she brings vision, creativity, and fearless leadership to every room she enters. There is no one better to lead MINT’s next chapter and elevate its global brand.

• Alexis Williams has taken on the new role of Chief Corporate Affairs Officer at Target. Alexis has spent her career shaping credible, influential narratives at the intersection of business, media, and policy. From leading Stagwell’s Future of News initiative to nearly a decade helping define critical conversations at Politico, she understands how purpose and action must move in lockstep.

• Alison Zemny Stiefel has stepped into the role of Chief Marketing Officer at Janie and Jack. With more than 20 years of experience building premium brands, Alison has mastered the art of understanding the human behind the data. At Rakuten and Everlane, she seamlessly connected performance, CRM, and content to create experiences rooted in loyalty and trust.

DEAR FQ

Your burning career questions answered

Fleming Longino of The Female Quotient weighs in:

The reward for good work is often…more work. While it is a testament and a compliment to the kind of employee you are, you also need to look out for yourself. You don't want to take on so much that you burn out.

It is totally acceptable not to give an immediate "yes." Take a beat, look at your schedule, and be realistic about what you can deliver given your other responsibilities. If there is already too much on your plate, ask your manager if they would like you to deprioritize one of your other projects in order to take on this new one.

Advocating for yourself in this way won’t make you be seen as any less of a “go-to.” It makes it clear that you value quality over quantity, and know how to lead strategically and with intention.

P.S. Got a burning career question? Serve it up here to Dear FQ to score advice from a powerhouse leader in our network.

POLL THE PACK

When genius really strikes

While you never know when a great idea will hit, for the majority of employees, it’s not at work; it’s in the shower. And that’s not a coincidence; there’s actually science behind it. 

Because the act of showering requires so little demand of the brain, it allows the mind to rest and wander. Not to mention, showers are one of the last places we can’t bring our phones. With no screens, no pings, and no pressure, the brain relaxes. Says Zachary Irving, Assistant Professor of Philosophy and Cognitive Science at the University of Virginia, “Your brain codes that it doesn’t need you to engage in detail, it doesn’t need your perceptual attention or motor attention, and that allows your mind to have this random kind of movement.” This movement allows your brain to make new connections to information it already possesses and creativity to blossom (and lather).

Great ideas often emerge in moments of pause. If you are looking to cultivate more creativity, prioritize unstructured time. If you do, who knows what you’ll think of next? 💡

Xo,

The FQ

Don’t forget to let us know what you think of The FQ Newsletter here.

HAPPENING AT THE FQ

RSVP to join us:

• FQ Lounge™ @ SXSW

WHAT’S ON DECK

• Tell Me More: Women are 70% more likely to initiate a divorce

• Troublemaker Spotlight: Melissa Ben-Ishay, CEO & Co-Founder, Baked by Melissa

• The women who powered Milano Cortina

• Dear FQ: My manager runs hot and cold. How do I handle unpredictable leadership?

• Poll the Pack: What would you do with an extra hour?

• TLDR 🎙️: Listen here

TELL ME MORE

From "till death do us part” to parting ways

Journalist Helen Rowland once quipped, “Love, the quest; marriage, the conquest; divorce, the inquest.” And that inquest? It takes a toll financially, mentally, and physically. In the U.S., divorce has never been easy. And historically, it’s been especially hard on women.

Let’s rewind: for much of the 20th century, divorce wasn’t just complicated, it was adversarial. Until the 1950s, one spouse had to be legally “at fault” for a marriage to end. Acceptable reasons included abandonment, abuse, infidelity, impotence, or incest. Someone had to lose for someone else to be free.

Because divorce required proof, couples often hired paid witnesses to lie under oath and testify to wrongdoing just to satisfy the court. The process was expensive, drawn out, and, big shock, tended to benefit men or trap women in unhappy or unsafe marriages. Many women with fewer economic opportunities stayed put because they literally couldn’t leave.

And it’s important to understand just how deeply marriage was designed to limit women’s autonomy. It wasn’t until 1993 that marital rape was criminalized in all 50 U.S. states. Before that, women did not have the legal right to refuse sex with their husbands. Even today, marital rape is treated differently than other forms of rape in some states, with variations in prosecution standards or sentencing. The message was clear for decades: marriage often protected men’s rights over women’s safety.

Then came a cultural reckoning. In 1963, Betty Friedan published The Feminine Mystique, giving voice to a feeling many women knew well. “Each suburban wife struggles with it alone. As she made the beds, shopped for groceries, matched slipcover material, ate peanut butter sandwiches with her children, chauffeured Cub Scouts and Brownies, lay beside her husband at night, and she was afraid to ask…the silent question…'Is this all?” That question lit a fuse.

Women began organizing, founding The National Organization for Women, advocating for political representation, fighting for reproductive rights, and creating hotlines for survivors of assault and domestic violence. They started questioning not just their marriages, but the systems that defined their roles within them.

That shift helped push California to pass the first no-fault divorce law in 1969, sparking reforms nationwide and making it easier to walk away from unhappy or abusive marriages. Divorce rates rose nationwide; not because marriages suddenly got worse, but because women had a way out. Today, about 40–50% of first marriages in the U.S. still end in divorce, though rates have declined over the last few decades. Even with legal barriers lowered, divorce remains deeply gendered.

In heterosexual marriages, caregiving still overwhelmingly falls to women. That often means scaling back paid work, or leaving the workforce entirely, while already earning less due to the wage gap. When divorce happens, many women find themselves re‑entering the workforce after time away, funding legal fees, supporting themselves, and continuing as the primary caregiver.

The result? A post‑divorce wealth gap where men hold 2.5 times more assets than women.

The system doesn’t help. Many states still require couples to live “separate and apart” for months, or even years, before finalizing a no‑fault divorce. Hawaii has the longest requirement at two years. A 2019 poll found the average divorce takes one year, and 13% take more than two. That delay can be financially devastating.

As Johnny Carson once said, “The difference between divorce and legal separation is that a legal separation gives a husband time to hide his money.” While courts can intervene, doing so costs time, money, and emotional energy that women often don’t have. That emotional toll is real. Certified Divorce Financial Analyst Lori Lustberg explains it: “That emotional wearing down is very real…They think, ‘I’ll just take whatever he’s offering, and I’ll deal with it,’ just to be done.”

Going through a divorce is a grieving process; it is the death of a marriage and the life one imagined for themselves. And it shows up at work. A 2021 study found 74% of women said divorce impacted their ability to function professionally, 35% reported decreased productivity, and more than half felt unsupported by management when they needed flexibility for court dates and caregiving.

Given all this, here’s the most shocking stat: women are 70% more likely than men to initiate divorce, and are much happier afterwards. Yes, even with the financial strain. Even while shouldering most of the childcare. Even with the emotional cost.

So what gives? Interestingly, women and men are equally likely to end a non-marital relationship. According to sociologist Michael Rosenfeld, the difference is marriage itself. “I think that marriage as an institution has been a little bit slow to catch up with expectations for gender equality. Wives still take their husbands’ surnames, and are sometimes pressured to do so. Husbands still expect their wives to do the bulk of the housework and the bulk of the childcare. On the other hand, I think that non-marital relationships lack the historical baggage and expectations of marriage, which makes the non-marital relationships more flexible and therefore more adaptable to modern expectations, including women’s expectations for more gender equality.”

Even in marriages where men are involved caregivers, women still tend to handle the invisible labor: cooking, cleaning, managing schedules. Over time, that imbalance erodes attraction and partnership. In fact, women who do the majority of the childcare are less sexually attracted to their partners, as they begin to see them as another one of their kids. 

The hard truth? Marriage benefits men more than women. Married men and fathers earn more, are perceived more favorably at work, and live longer. A Framingham Offspring Study found married men have a 46% lower risk of death than unmarried men. After divorce, men are more likely to remarry. Women are not, and many report being more fulfilled single.

Why? Autonomy. Women now earn more bachelor’s, master’s, and doctoral degrees than men. They make up a majority of the workforce. They’re less financially dependent and less willing to tolerate inequity, poor treatment, or outdated systems that no longer serve them.

Today, if a woman chooses divorce, she no longer has to prove she was “wronged.” She simply has to decide that something isn’t right for her anymore. And that, perhaps, is the most radical shift of all.

Ever replay a small thing in your head for hours? For many women with ADHD, that pattern is common, and it can impact confidence and performance. Even as conversations about ADHD grow, nearly 50% of adults say stigma around neurodiversity feels stronger than ever. Women with ADHD are often perceived differently from men, leading to missed diagnoses and overlooked potential in the workplace.

Learn more about Understood.org here.

TROUBLEMAKER SPOTLIGHT

Melissa Ben-Ishay, CEO & Co-Founder, Baked by Melissa

From running a baked goods empire to turning salad into a viral sensation, Melissa Ben-Ishay has a culinary Midas touch. She’s the Co-Founder and CEO of Baked by Melissa, the New York-based dessert brand famous for its handcrafted bite-sized cupcakes and treats.

Part of Melissa’s popularity comes from her balanced food philosophy: if you get your nourishment from mealtime, you can enjoy dessert every day. And it’s working on all fronts. She has over 5M social followers and counting, has been featured in the New York Times, on the TODAY Show, Drew Barrymore Show, and more, and recently announced her highly anticipated third cookbook, Come Eat.

What’s the best piece of non-obvious career advice you’ve gotten?

There are so many great ones. I’ll share a few: 

• Don't focus on the competition; instead, focus on defining what your brand is and stick to it.

• Trust your gut and keep swimming.

• Always make hay when the sun shines; in other words, act while the conditions are right and don’t waste a good opportunity.

What was a heartbeat moment for you in your career?

I started posting the salads and meals I was making for my family on TikTok as a way to learn how to use the app. The content quickly started to go viral on @bakedbymelissa, and I immediately saw the opportunity to build a community by delivering content that provides real value. 

Now we have millions of followers across our social channels. I wrote a New York Times bestselling cookbook about salads, and the social growth has expanded the Baked by Melissa brand in ways I couldn't have imagined.

You just received the marketing version of an Emmy award. Who are the three people you’re thanking?

1. Alison Brod: She tasted my cupcakes, loved them, and introduced me to the caterer who later became one of our co-founders.

2. Brian Bushell: My big brother and co-founder, who saw the potential for Baked by Melissa before I did, and lifted me up when I didn't have confidence in myself.

3. Matt Baer: Childhood friend and co-founder, Matt created our logo in minutes and designed every aspect of our brand, from our logo to our stores to our website.

Where have you caused some good trouble in your career?

Everywhere. I’m always causing trouble. It’s important to stir the pot and challenge the status quo.

Get 15% off when you spend $30+ on Baked by Melissa's signature bite-size cupcakes, perfect for gifts, celebrations, and self-love. Use code GETBAKED15.  Redeem online at bakedbymelissa.com or in any Baked by Melissa store.

Want to nominate a “Troublemaker” you admire? You can do so here.

THE WOMEN WHO POWERED MILANO CORTINA

• Alysa Liu wins gold in figure skating, becoming the first U.S. woman to win since 2002.

• Leila Edwards makes history as the first Black American woman to win an Olympic hockey medal.

• Mikaela Shiffrin becomes the most decorated alpine skier of all time, claiming slalom gold 12 years after her first Olympic win.

• Eileen Gu becomes the most decorated female freeskier of all time, with a total of six Olympic medals, three of which were won at the Milan Cortina Olympics.

• Bobsledder Elana Meyers Taylor makes history with her first Olympic gold at age 41. She is the most decorated Black athlete in Winter Olympics history.

• Chloe Kim, Choi Ga-on, and Mitsuki Ono make history when they represented the first-ever all Asian women’s halfpipe podium.

• Francesca Lollobrigida wins gold in the women’s 3000-meter race, setting a new Olympic record and earning Italy’s first-ever Olympic speed skating gold by an Italian woman.

• Claudia Riegler becomes the oldest female Winter Olympian in history at 52 years old.

• Regina Martínez, an ER doctor who trained for cross-country skiing after hospital shifts, roller skiing on pavement, is the first woman to represent Mexico in cross-country skiing.

• Tallulah Proulx makes history as the first woman to ever represent the Philippines at the Winter Olympics.

DEAR FQ

Your burning career questions answered

Josephine Reynolds of The Female Quotient weighs in:

It’s tough to have a manager who runs hot and cold. When someone is supportive one week and checks out the next, it leaves you wondering where you stand.

First, try not to take it personally. Inconsistency says more about them than it does you. Some managers are stretched thin. You can make up for their deficits by communicating clearly: recap decisions in emails, ask clear questions when there is an absence of direction, and request regular check-ins. These guardrails can help ensure you stay on course, even when they’re not.

But if you find yourself constantly second-guessing, working overtime to fill leadership gaps, or feeling anxious about their mood swings? That’s not sustainable, and it’s not your job to fix. Consistency isn’t a luxury in a workplace; it’s a requirement. If that’s missing, it may be time to look for a role where you’re supported, seen, and not stuck managing up just to stay afloat. You deserve a present and engaged manager, not just so you can get your job done, but so you can grow and learn.

P.S. Got a burning career question? Serve it up here to Dear FQ to score advice from a powerhouse leader in our network.

POLL THE PACK

What one extra hour reveals about daily life

Life is busy, and no, we can’t magically add an extra hour to the day. But if we could? Here’s what people really value when time isn’t the constraint.

Connection tops the list. One-third of people say they’d spend that extra hour with friends or family. Even in a hyper-digital world, we’re craving deeper, real-life interactions.

Rest comes in second. With 26% choosing sleep, it’s clear many are running on empty. Add in the 23% who’d use that hour to work out, and a trend emerges: people are prioritizing their physical and mental well-being over passive entertainment.

When given the gift of time, it’s not binge-watching or scrolling that rises to the top; it’s community, rest, and health. A reminder that these aren’t luxuries, they’re essentials.

Know your worth and don’t accept anything less. 

Xo,

The FQ

Don’t forget to let us know what you think of The FQ Newsletter here.

HAPPENING AT THE FQ

RSVP to join us:

• FQ Lounge™ @ Mobile World Congress

• FQ Lounge™ @ SXSW

WHAT’S ON DECK

• Tell Me More: Governments are stepping up to regulate teens’ social media use

• Troublemaker Spotlight: Esther Hallam, CEO and Founder, Nara Organics

• Inside Track: Leaders on the move

• Dear FQ: I was told I’m not ready for a leadership position at work. How do I ask for feedback without seeming defensive?

• Poll the Pack: The boldest move a leader can make in a time of crisis

• TLDR 🎙️: Listen here

TELL ME MORE

Screening social media

“When I was a kid, thank goodness we didn’t have social media.” We’ve all heard it. You’ve probably said it. The sentiment is clear: growing up is hard enough without the algorithm watching. But for today’s teens, the online world isn’t optional; it’s unavoidable.

Adolescence is a difficult time on its own. They’re navigating puberty, friendships, independence, identity, and pressure, plus nonstop social feeds. And here’s the real kicker: the teenage brain is still under construction. The prefrontal cortex, which handles decision-making, focus, and impulse control, doesn’t fully develop until around age 25 (!!), which explains the reason why car rental companies won’t let you rent until you’re 25. In the teenage brain, there is also less communication between the different hemispheres, making difficult situations all the more complicated.

Did you know that in a lab environment, even adolescent male mice drink more alcohol when they are with other adolescent male mice? Just goes to show you that being a teen is hard if you’re a human or a mouse. 

Enter social media. A Pew research poll found that 96% of teens are on the internet every day. 46% claim to be perpetually online, an amount that has almost doubled since 2014. It’s not just easily accessible, it’s quite literally in the palm of their hand, with 95% of kids ages 13-17 owning a smart phone. 95% of teens say they utilize social media, with 33% who say they are continuously on apps. And this is taking a toll.

Poor mental health for teens has been on the rise since 2010, with increased reports of anxiety, depression, self-harm, and suicide. Between 2010 and 2020, visits to the emergency room due to self-harm increased by a shocking 188% for teenage girls and 48% for teenage boys in the U.S. In social psychologist Jonathan Haidt’s book, The Anxious Generation, he writes that technology has “rewired” childhood from being “play based” to “phone based.” Kids might not be allowed to freely roam their neighborhood and interact with others face-to-face, but they are allowed to freely roam the internet, and this has consequences. He connects the alarming rise of mental illness in teens to the presence of smartphones. Haidt says, “Puberty is this incredibly important, sensitive period in which the brain is rewired very rapidly for locking down into an adult pattern. Changes that happen during puberty are powerful and are likely to stick. It’s a time of enormous brain plasticity.” 

In 2023, the Surgeon General’s Advisory released a report about social media’s effects on teenage brains. The following year, Dr. Vivek Murthy went one step further and pushed for a Surgeon General’s Warning on social media, much like there are for cigarettes and alcohol.

And it’s not just adults who are concerned. Even teens are noticing. 48% of adolescents say social media is hurting their generation, and 44% are trying to cut back. It’s also important to call out that it’s affecting teenage girls in higher numbers than boys; it’s damaging their mental health (25%), affecting their self-esteem (20%), giving them FOMO (36%), disrupting friendships (9%), hurting their sleep (50%), and negatively altering their view of their lives (34%). Girls who spend over five hours per day on social media are 3X as likely to experience depression. Also, LGBTQ+ teens are 40% more likely to be depressed, have suicidal thoughts, or commit suicide. 

Australia is taking a bold step to protect young people, becoming the first country to ban social media accounts for anyone under 16 with the Online Safety Amendment Act. The responsibility sits with platforms, which could face fines of up to $49.5 million if they repeatedly fail to enforce age limits or invest in age-assurance tools. The decision follows new research from Australia's eSafety Commissioner that shows just how much social platforms shape young people’s lives. The 2025 report found that 96% of Australia’s children ages 10 to 15 use social media, and among them, 71% said they’ve encountered harmful content, 52% experienced cyberbullying, and 14% reported grooming-type behavior. Many also came across misogynistic posts, violent videos, and content promoting eating disorders or self-harm.

Other nations are following suit:

• Denmark plans to enact an age 15 minimum

• France is considering a “digital curfew”

• Malaysia plans to ban under-16s from social

• Brazil will require minors to link accounts to a legal guardian

• South Korea has banned smartphones in schools

In the U.S., it’s in the hands of the states. In March of 2025, Utah passed a first-of-its-kind bill requiring app stores to verify users’ ages and obtain parental consent before minors can download apps to their devices. Other states that have laws or pending legislation regarding teenage social media use include California, Virginia, Nebraska, Oregon, and Louisiana.

So where do we go from here? We need to stop thinking this is someone else’s problem to solve. It’s not just on parents. It’s not just on teachers, or tech companies, or policymakers. It’s on all of us. Psychology professor Jean Twenge put it bluntly: “We have overprotected kids in the real world and vastly underprotected them online.”

In order to create safer digital environments for the next generation, it’s going to take a village. That means:

• Parents setting boundaries around screen time and age limits

• Encouraging face-to-face social interaction

• Modeling healthy behavior, because yes, kids are watching our screen time too

• Teaching digital literacy and critical thinking around content, algorithms, and cyberbullying

This isn’t about fearmongering or banning technology. It’s about making space for kids to grow before they’re exposed to the pressure, comparison, and noise of social media. Supporters hope these changes will reduce harmful content and social pressure. Governments around the world are watching closely. More and more countries are exploring how to build safer digital environments for our next generation.

Social media and tech aren’t going anywhere. But the way we introduce it to kids? That’s a choice. When we prioritize presence, connection, and safety, we give young people the chance to grow and learn, creating a strong foundation for our next generation of leaders.

Geopolitical risk is a C-suite issue.

Geopolitical volatility and shifting regulation are now constant features of the U.S. and global business environment. Trade tensions, policy and tax changes, AI and data rules, and evolving energy needs are reshaping where and how companies operate. This brings increased exposure to risk, but also a strategic opportunity for those prepared to adapt. In a world where disruption is the norm, resilience starts with foresight.

Read more to learn how.

TROUBLEMAKER SPOTLIGHT

Esther Hallam, CEO and Founder, Nara Organics

Esther Hallam is the CEO and Founder of Nara Organics, an organic infant formula company. Previously, she was a digital product leader for multiple startups. When Hallam had her own child, she saw a gap in the formula market. She wanted a healthier, natural option. Enter Nara Organics, where she, alongside scientists and pediatric nutritionists, have developed a whole milk formula. Nara has secured impressive investors, including Serena Williams, Gina Rodriguez, and Nicky Hilton.

What’s the worst career advice you’ve gotten?

Always go to an established company or a company that has a “good reputation.” In my career, I’ve done the complete opposite; I’ve joined very new companies. My first job out of college was at Google. At the time, the company was still private, and Google was one of five search engines. My parents questioned my choice, but I thought it sounded interesting. I've always been drawn to startups because they’re innovative, different, and often venturing into the unknown.

What’s the best piece of non-obvious career advice you’ve gotten?

Being an outsider is a superpower and it’s okay to not belong or fit into a mold. That’s when you’ll bring curiosity and a different perspective into an organization, allowing for innovation and forward momentum.

What was a heartbeat moment for you in your career?

Starting my company, Nara Organics. When my daughter, Nara, was born in 2016, I was planning to breastfeed. I eventually needed to turn to formula, but there wasn't a single product that I felt good about giving her. My husband and I were eating organically; even our dogs were. Yet, for our daughter, we felt that we did not have good options. We ended up buying European formula. I was angry that we lived in a developed country, but we were importing formula from another country.

For two years, I couldn't stop thinking and talking with people about the infant formula industry and how broken it was in the U.S. I spoke to a toxicologist in the regulatory field, and she told me how challenging it was to have a product in a regulated category. But, at the end of our conversation, she said that she wanted to help me. It took seven years, but we got through the regulatory process. Most recently, I had another heartbeat moment when Nara Organics debuted and was exhibited at the American Academy of Pediatrics. It has had a very positive reception nationally and internationally.

Where have you caused some good trouble in your career?

Before starting my company, I spent 20 years working as a product manager. And with that job, you’re always a troublemaker. It’s one of the defining characteristics of the role, because you have to poke holes in whatever has already been built. You also need to challenge people’s thinking within the company, as their opinions can be based on assumptions and not data. I was constantly speaking with consumers, identifying real pain points, and oftentimes, upending assumptions.

Want to nominate a “Troublemaker” you admire? You can do so here.

INSIDE TRACK

Leaders on the move

• Shachar Scott is now Chief Marketing Officer at Sunbit. With more than 25 years of leadership experience across Meta, Apple, Bumble, and Snap, Shachar has built brands that sit at the intersection of culture and community. At a time when financial pressure and rising costs are reshaping household decisions, Sunbit is making essential purchases more manageable, and Shachar will meet this moment with strategic vision and empathy.

• Linda Boff has been named President of the Forbes CMO Network. From transforming Grand Central Terminal into a global stage for women in science to leading marketing at GE for two decades, Linda has proven that bold storytelling can drive both business growth and societal change.

• Michelle Goad has stepped into a new role as Chief Brand Officer at Claire’s. As the first C-suite hire since Ames Watson’s acquisition of Claire’s North American operations, Michelle brings brand-building expertise shaped by leadership roles at Athleta, Nike, and Alo Yoga.

• Kinsey Fabrizio has become the first woman ever to be named President and CEO of the Consumer Technology Association. Since 2008, Kinsey has helped transform CTA and CES. A pioneer in digital health, she launched CTA’s Health Division and set new standards for wearable data privacy.

DEAR FQ

Your burning career questions answered

Zoe Starensier of The Female Quotient weighs in:

Being passed over for growth or leadership can feel personal, but it’s also a moment to lead with curiosity, not defensiveness. Start with self-reflection. Take an honest look at your work: where have you delivered, and where is there room to grow? Approach your manager with intention. Try something like: “I’m committed to growing as a leader and would appreciate your insight on the skills or leadership qualities I should focus on.”

The more specific your ask, the more actionable the feedback. You might follow up with: “Are there moments where I could have stepped up differently?” This signals self-awareness and a growth mindset.

Start showing up as a leader before you have the title. Find a mentor within your company and, just as importantly, be a mentor to someone else. Leadership isn’t just about rising up; it’s about lifting others as you go.

Look for ways to take on more ownership in your current role. Ask your manager, “Are there any projects I can lead on or support?” When you get the opportunity, go all in: be proactive, anticipate challenges, offer solutions, keep communication clear, and deliver consistently. Once the project wraps, circle back. Ask, “What worked well and what could I improve next time?” That kind of follow-through shows you’re not just ready for more, you’re already doing the work.

P.S. Got a burning career question? Serve it up here to Dear FQ to score advice from a powerhouse leader in our network.

POLL THE PACK

Put people first

In a crisis, people don’t want spin; they want honesty, empathy, and a clear sense of direction. The boldest thing a leader can do in tough times? Employees say it’s to put people before profit. That’s human-centered leadership, where well-being and culture come first, not last.

And here’s something else employees value: leaders who admit they don’t have all the answers. Vulnerability builds trust. Saying, “I don’t know, but let’s figure it out together,” invites collaboration. It also signals strength, not weakness.

The best leaders aren’t the loudest; they’re the ones who roll up their sleeves, lead with purpose, and serve their teams. As Ken Blanchard put it: “They don’t work for you; you work for them.”

Crisis reveals character, and leadership that prioritizes people isn’t just brave, it’s better for business.

Put people first. The rest will fall into place.

Xo,

The FQ

Don’t forget to let us know what you think of The FQ Newsletter here.

HAPPENING AT THE FQ

RSVP to join us:

• FQ Lounge™ @ Mobile World Congress

• FQ Lounge™ @ SXSW

WHAT’S ON DECK

• Tell Me More: When it comes to the history of childbirth, it’s been high-risk

• Troublemaker Spotlight: Jennifer Garner and Cassandra Curtis,

  Co-Founders, Once Upon a Farm

• Inside Track: Leaders on the move

• Dear FQ: My mentee got promoted before I did. How do I move on from these negative feelings?

• Poll the Pack: Adaptability tops the list of underrated traits at work

• TLDR 🎙️: Listen here

TELL ME MORE

The metrics of obstetrics

If you need to knock down a tree, get a chainsaw. Making an ice sculpture? A chainsaw will do the trick. It’s even the tool that Leatherface used to torture a bunch of teens in The Texas Chainsaw Massacre. And…in the 1700s, if you were giving birth and had complications, it was your doctor’s go-to tool. 

Yes, you read that right. The chainsaw was invented not for forestry, but for medical purposes. Two Scottish surgeons, John Aitken and James Jeffray, created a hand-cranked “flexible saw” to remove bone and cartilage when a baby was stuck in the birth canal. No anesthesia. No modern tools. Just 18th-century medicine. While horrifying by today’s standards, at the time, it was a life-saving invention. And a chilling reminder of the long, painful path of progress when it comes to childbirth.

In 2022, the Caesarean section aided over 1.1 million women who were not able to give birth vaginally, but the surgery itself dates back to ancient times. Then, it was only used when the mother was dying or post-mortem as a method of saving the unborn baby. But in 1500, it was successfully employed for the first time on a living mother by Jakob Nufer. The patient? His wife. His previous patients? Livestock (he was a pig gelder). 

C-sections were also performed without consent, particularly on enslaved women. Doctors often made the decision to remove a woman’s uterus during the procedure to avoid infection. While such operations were growing in safety, they were at the cost of a woman’s agency over her own body. What the mother wanted did not matter; the choice was left to the doctor.

With a growing knowledge of anatomy through studies on human cadavers, doctors started to refine their techniques. The Chamberlen family in England in the early seventeenth century invented obstetrical forceps to help remove babies from the birth canal. But these were not your modern forceps. They were inserted much deeper into the woman’s pelvis, often causing complications such as infection and injury to both baby and mother. As science advanced, childbirth became more male-dominated, pushing midwives out of the room and sidelining the very people who had long supported mothers.

At the time, women were prevented entry to medical school. In 1826, in a Shakespearean twist, Margaret Ann Bulkley successfully completed a c-section by adopting a male identity, Dr. James Barry. Margaret wanted to study medicine, so she went undercover as a man. She enrolled in medical school in 1809, received her degree at age 22, and became an assistant surgeon in the British Army. And her skills were unprecedented, taking her to Cape Town, Mauritius, and wherever her exceptional service was needed most, for both the wealthy and the poor. It wasn’t until her death in 1865 that the nurse tending to her burial discovered that Barry was a woman…a secret concealed for the entirety of her career, all in the name of following her dreams.

Up until 1847, surgical birthing procedures were done without anesthetics (yes, that included the chainsaw). So, a popular method to “reduce” pain was the groaning cake. It was believed that the pleasant smell of cake baking would distract the mother. Try selling that one today.

In the late 1800s, ether became a surgical anesthetic, first used in childbirth by Sir James Simpson. He eventually found chloroform to be more effective. But efforts to relieve childbirth pain quickly faced opposition because of the pervasive and religious belief of the time that childbirth must be painful. It was only when Queen Victoria used chloroform to help her during the birth of Prince Leopold that it was accepted. She wrote, “That blessed Chloroform…soothing, quieting and delightful beyond measure.” Chloroform wasn’t eliminated as an analgesic until the 1980s, fifty years after it was linked to liver damage, irregular heartbeats, and even death.

In the mid-19th century, obstetrics finally became its own field. Until then, a doctor was often a jack of all trades, performing varying surgeries on patients. In 1921, Spanish surgeon, Fidel Pagés published a paper on human thoracolumbar epidural anesthesia, the insertion of a catheter into the lower back. Although his work was a breakthrough for pain management during childbirth, it was not recognized at the time. But anesthetics are critical for more than pain. They allow surgeons to take a greater amount of time performing surgery in order to be more meticulous. And, they greatly reduce the number of women going into shock, which had been the leading cause of death for birthing mothers.

Childbirth has changed drastically, not just in how it’s done, but who’s involved. From Marie Antoinette giving birth in front of 200 spectators in 1778, to community-centered births with midwives, to today’s hospital deliveries, the shift has been massive. Over the last century, obstetric progress has soared thanks to tools like ultrasounds, MRIs, genetic testing, incubators, and more that help monitor both mother and baby.

At the beginning of the 20th century, for every 1,000 live births, six to nine women in the U.S. died of pregnancy-related complications, and approximately 100 infants died before age one. By the 1990s, that number decreased by 90%. 

And yet, what’s more dangerous? Fighting fires or giving birth? Being a police officer or giving birth? Building cities or giving birth? Answer: giving birth is still more dangerous than nearly every job in the U.S., and it’s 3X more dangerous for Black women. It explains why some women choose not to have children. It demands more funding for women’s healthcare. It calls on healthcare providers to take every possible step to keep women and babies, especially Black women and babies, safe. The stats are there. The question is: are we listening?

Birth is a miraculous event, and every mother and baby should have the same access to the best care and support.

TROUBLEMAKER SPOTLIGHT

Once Upon a Farm IPO: Co-founders Jennifer Garner and Cassandra Curtis bring the children’s organic food company public, after revolutionizing the industry

When it comes to baby food, nothing much had changed in nearly a century. Since the advent of shelf-stable baby food jars in the early 20th century, the category remained largely the same, with limited fresh, refrigerated options. Enter Once Upon a Farm. Since 2015, they’ve disrupted the status quo. Today, the organic, refrigerated children’s food company goes public in a milestone moment that celebrates both business success and deeper purpose, setting the standard for an entire industry in the process.

The Female Quotient CEO and Founder, Shelley Zalis, spoke with co-founders Cassandra Curtis and Jennifer Garner about their journey from kitchen beginnings to the New York Stock Exchange, the company’s mission, and what this IPO means for purpose-led, female-founded brands.

Shelley Zalis: Oh my God, what a moment! How excited are you?

Jennifer Garner: We are so excited. This is a huge day for our company and everyone who works here. It’s about driving our mission forward in a bigger way.

SZ: This is such a monumental moment, not just for Once Upon a Farm, but for women founders everywhere. Beyond the numbers, what does this IPO say about what a purpose-led, women-founded company can achieve at the highest level?

JG: It shows that mission and excellence are not mutually exclusive. Cassandra started this tiny company when she saw a need in the market. She could buy refrigerated foods for her cats and dogs but not for her baby! She is such a courageous founder. We're all here because of the clarity of Cassandra's vision. She's always seen this as a huge opportunity to change and shape the future of food, for babies to big kids.

SZ: Cassandra, let’s go back to the beginning. You were making baby food in your kitchen. What made you realize this wasn’t just for your family, but something you needed to change for all parents?

Cassandra Curtis: Going through the process of what it took to actually make my own baby food, I realized that this had to be a need for many other parents out there. Shelf stable baby food had been the norm since 1927. I saw there was a big need to bring in better nutrition, more functionality, and a convenient pouch format that really solved a problem I knew other parents were facing as well.  

It takes a lot of courage and tenacity because we were working towards creating a marketplace that didn't even exist. My kids were a huge inspiration. I wanted to provide them with the most nutritious food possible. 

SZ: You weren’t just creating better baby food, you were redefining what baby food could be.

CC: Exactly. We were the first baby food on the market to come out with HPP, high-pressure processing, which makes our food unique. We're also the first to be Clean Label Project verified, and the first to be EFI certified with a lot of our produce, as well as the first refrigerated baby food on the market. We have definitely been disruptors in pretty much anything that we do.

SZ: Jen, you’re a parent who personally experienced this gap. What made you want to join Cassandra on this mission?

JG: I was one of those moms struggling to make nutritious food. Unlike Cassandra, it never occurred to me to start a business from it, but when I heard her vision, it was a huge, resounding “Yes!” We aim to be allies for parents. It has to have fresh ingredients and be nutritious, but if it doesn't taste great, we're not really helping parents out. Kids are tough critics; they don't play around. And we didn’t stop at babies, now we’re innovating up into lunchbox solutions for big kids too.

SZ: You’re public now, and you remain purpose-led. How do you protect the soul of the company while scaling?

JG: That’s exactly why we chose this moment to go public. We wanted a structure that lets us scale but keeps our mission front and center. From day one, parents have trusted us, and we take that incredibly seriously. We want to grow with families from baby to big kid, and maintain the integrity of our nutrition, ingredients, and community commitment. It’s also important to us to give back, like partnering with Save the Children to provide over a million meals to kids in underserved communities.

SZ: Purpose-led companies weren’t always taken seriously. But here you are thriving. What does that mean for the future of mission-driven business?

CC: Values-driven and doing well financially aren’t opposed; they reinforce each other. We knew there was a bigger opportunity in children’s nutrition, and now we have the platform to drive systemic improvement in childhood nutrition for a happier and healthier world.

SZ: If you had to share one piece of advice for the women in business in The Female Quotient community, what would it be?

CC: Follow your heart and don't give up. Bring in the right people along the way. It takes a lot of people to scale a company. Don't be afraid of letting go of some control to make your mission happen.

Want to nominate a “Troublemaker” you admire? You can do so here.

INSIDE TRACK

Leaders on the move

• Dana Walden has been promoted to the newly created role of President and Chief Creative Officer at The Walt Disney Company, a milestone that reflects her decades of visionary leadership and unwavering belief in the power of great storytelling. From leading Fox Television Group to shaping Disney Entertainment, Dana understands that a great story is more than just entertainment; it’s the lens through which we see ourselves and our potential.

• Lauren Weinberg is stepping into a new role as Chief Marketing Officer at Supergoop! With more than two decades of building iconic brands at the intersection of culture, consumer, and technology, from Peloton to Square, Lauren understands people, not just products, making this a natural next chapter. As conversations around health, self-care, and prevention accelerate, Lauren’s leadership will be fundamental in shaping what’s next.

• Angélic Vendette has been appointed Chief Marketing Officer at Four Seasons Yachts, as the brand extends its iconic hospitality beyond land. With more than two decades across luxury, fashion, and high-growth consumer brands, from Farfetch to Alo Yoga, Angélic understands how culture, experience, and brand come together to create something people truly feel and remember.

• Jane Kaupp has been named Chief Marketing Officer at Daily Mail US. From her early days in publishing to helping launch Condé Nast Portfolio, Jane has been at the center of moments that shape not just headlines, but how people connect with content. In a world where credibility is the real currency, her instinct for resonance across platforms, generations, and cultures makes this next chapter especially exciting.

• Ariel Investments and Co-CEO Mellody Hobson have raised $250 million for the Project Level Women’s Sports Fund, one of the largest investments ever dedicated to women’s sports, backing teams and leagues across the U.S. and Europe. With NWSL expansion fees up 50%, ticket demand soaring, and League One Volleyball viewership up 85%, this is what it looks like when we center women not as an afterthought, but as the standard.

DEAR FQ

Your burning career questions answered

Grace van Tartwijk of The Female Quotient weighs in:

It’s completely valid to feel the way you do. Your reaction doesn’t make you petty; it makes you human. Remember, your coworker’s promotion doesn’t take away from your value or slow down your own path forward.

Allow yourself to feel all the feels. Offer sincere congratulations to your coworker, and be proud knowing that your mentorship helped them get there. The beauty of the most successful mentor and mentee relationships is that they are reciprocal. Is there something you can learn from how they operate and apply it to your own work? Once you’ve done that, stop yourself from further comparison and get strategic.

Create a development plan for yourself. Think about what you want out of the organization, your role, and your career. Be proactive: meet with your manager, communicate your goals, and seek feedback regularly. Maintain a private document for yourself of your successes, and continuously add to it. This not only boosts your confidence, but it also helps when it comes to performance evaluations or asking for a raise. You’ll be able to articulate concrete examples of your contributions. By taking initiative, you can let go of negative feelings and move forward with confidence and clear goals in mind.

P.S. Got a burning career question? Serve it up here to Dear FQ to score advice from a powerhouse leader in our network.

POLL THE PACK

Work smarter, laugh harder 🤣

Sure, being productive, ambitious, and communicative gets you far at work. But want to really thrive? Try being adaptable, curious, and yes, funny.

At the top of the “underrated but essential” list is adaptability. When employees stay flexible, they embrace change, spark innovation, and weather tough moments with resilience. As Jacqui Brassey of McKinsey Health Institute puts it: “Adaptability means you’ve gone beyond simply enduring a challenge to thrive beyond it. It helps us seize opportunities amidst the chaos.”

Next up? Curiosity. It fuels creativity, collaboration, and the kind of progress that comes from questioning the status quo. Curious minds don’t just ask “how,” they ask “why not?”

And the ultimate workplace superpower: a sense of humor. Humor diffuses stress, builds culture, and brings people together. And we need it. Kids laugh 300 times a day. The average 40-year-old? Just 4. A little LOL boosts dopamine, strengthens immunity, and makes Monday mornings a little brighter.

As women, we’ve been through a lot, but we are also stronger than we know (chainsaws?!?!).

Xo,

The FQ

Don’t forget to let us know what you think of The FQ Newsletter here.

HAPPENING AT THE FQ

RSVP to join us:

• FQ Lounge™ in Milan

• FQ Lounge™ @ Mobile World Congress

• FQ Lounge™ @ SXSW

WHAT’S ON DECK

• Tell Me More: A path to motherhood or a childfree journey are both options that can hold joy and meaning

• Troublemaker Spotlight: Michelle Curran, Speaker, Author, and Founder, Upside Down Dreams

• Inside Track: Leaders on the move

• Dear FQ: I am recovering from burnout. How do I rebuild at a sustainable pace?

• Poll the Pack: How leaders make tough calls

• NEW 🎙️: Listen to the FQ Newsletter here

Too much news. Not enough conversation.

Every day brings a new headline, another story shaping the way we live, work, and lead.

But between endless news updates, algorithm-driven feeds, and polarized opinions, it’s harder than ever to find the context that helps it all make sense.

For women, the headlines aren’t abstract; they’re personal. They touch our paychecks, our health, our families, and our future. Yet the coverage rarely reflects the nuance or lived experience behind the story.

We don’t need another breaking news alert. We need a conversation that breaks the news down. Introducing Broadlines: A weekly video podcast where real conversation meets real headlines. 

TELL ME MORE

The 'maybe baby' bias: why women are penalized, with or without kids

We all know the motherhood penalty exists; the economic and professional disadvantage mothers face at work like lower pay, fewer promotions, and biased assumptions that they’re less committed simply because they have kids. Here’s the twist that’s rarely talked about: women without children are also stigmatized, seen as being selfish and career-obsessed, less warm, and less responsible. Not to mention there's a belief that they are unfulfilled, facing a lifetime of regret. These negative stereotypes can impact career progression as childfree people are seen as less trustworthy overall.

The result? Women are often penalized no matter which path they take. Damned if you do. Judged if you don’t. It’s time we fix the system, not the women.

Research shows that people without children face a subtle, but very real, bias at work. It’s rooted in outdated assumptions about gender roles and family life. A 2022 study by SHRM and Culture Amp found that 74% of childfree employees say they’re expected to work overtime more often than parents, and nearly half say they’re routinely handed extra projects because they don’t have kids. On top of that? They’re often seen as less reliable and less deserving of leadership opportunities.

It’s not just unfair; it’s unspoken. And it’s time we talk about it.

“Do you want kids?” Women are asked an iteration of this an immeasurable amount of times. It is still considered by many to be an appropriate topic of conversation both personally and professionally. But it can be an invasive question because so much goes into the answer of whether or not a woman has a child: fertility, finances, physical health, mental health, the status of (or lack of) a relationship, and lifestyle. A woman may be childfree, where she has actively chosen not to be a mother, or childless, she wants to be a mother but is unable to due to circumstance.

In 2024, the U.S. birth rate reached a historic low, with fewer than 1.6 children born per woman. More women are choosing to delay motherhood, and an increasing number of adults under 50 are opting out of parenthood entirely. Between 2018 and 2023, the percentage of adults who say they never plan to have children rose sharply from 37% to 47%, underscoring a generational rethinking of family, career, and personal fulfillment.

And yet, culturally for women, being a mother is considered the norm. Women who do not have children are often viewed as “incomplete” or “yet-to-be” mothers. Enter the “maybe baby?” bias: the unspoken belief that every woman is a future mother, and therefore a risk. Hiring managers might pass on qualified women or overlook them for promotions, assuming they’ll eventually need time off, eventually scale back, or eventually leave the workforce altogether. And it’s costing women opportunities, whether they’re mothers or not.

Once a woman is in the door, bias can show up in subtle ways. If she says she doesn’t want children, her decision is often invalidated with, “You’ll change your mind.” Or she’s told by a coworker who’s a parent, “You don’t know what tired is,” or “You’re so lucky you can do whatever you want.” These comments aren’t harmless; they reinforce a deeper bias: that women without children have fewer priorities, fewer responsibilities, and therefore should give more at work.

Dr. Bella DePaulo, a social psychologist, speaks to this with her coining the term “singlism,” which encompasses the stereotyping of those who are single. This can lead to the diminishment of a single woman’s accomplishments, because it is assumed that she has nothing else to focus on but work. She shared, “Many people believe that what married people (and people who are parents) have to do in their lives is more important than anything in the lives of single people (or people who don’t have kids).”

Childless and childfree employees are often expected to pick up the slack. Late night? They’ll stay. Big project? They’ll cover. It’s time for employers to level the field. For a workplace to be equitable, it should not be up to company leadership to determine the legitimacy of an employee’s request for time off. All employees should be given flexibility without disclosing why. 

Here’s where employers can start:
• Prioritize performance, not parental status
• Offer flexibility to everyone
• Stop assuming childfree = always available
• Set clear, fair guidelines to share the workload, regardless of parental status
• Expand benefits beyond parenting (elder care, pet care, personal development)
• Offer competitive PTO
• Create space for honest, judgment-free conversations

A path to motherhood or a childfree journey are both options that can hold so much joy and meaning. When a woman doesn’t have children her time isn’t worth less. She still has a family. She still has a life outside of work. You don’t know her circumstances, so lead with respect, not assumptions.

Respect women’s decisions to make choices for themselves that are uniquely right for them. Lasting progress can only be made when we stop labeling women and start listening. Every path is valid. Every story is worthy. And every woman, mother, childfree, and childless, deserves to be valued not in spite of her choices, but because of the courage it takes to make them in a world still trying to define her worth for her.

TROUBLEMAKER SPOTLIGHT

Michelle Curran, Speaker, Author, and Founder, Upside Down Dreams

If you want to see a star, look to the skies because that’s where you’ll find Michelle Curran. She is a veteran of the United States Air Force, pilot, and fifth woman to ever fly with the Thunderbirds. She is the founder of Upside Down Dreams, and travels the country speaking to organizations about the importance of persevering, chasing dreams, overcoming doubt, and unlocking potential. Her book, The Flipside: How to Invert Your Perspective and Turn Fear into Your Superpower, was a USA Today top 20 bestseller. She has also written two children’s books: Upside Down Dreams and What’s Your Callsign? 

What’s the worst career advice you’ve gotten?

“Quitting is a failure.” Especially in the military, there's this mentality that grit is king and you should never give up, but there's a time and place for that. If you are chasing a dream, particularly if it involves pivoting into a completely different industry, you cannot think that way. It keeps people stuck. You have to evaluate your values, priorities, and goals, and if what you're doing no longer aligns with that, it’s okay to move on.

What’s the best piece of non-obvious career advice you’ve gotten?

For a long time, I had this idea that I would just know when it was time to take a career risk. But I received some great advice that no one ever feels 100% ready.

In my career, I was an experienced fighter pilot; I had been deployed and eventually became an instructor. One day, I saw that the Thunderbirds were hiring. I had never told anyone it was something I wanted to do because I didn't believe I was skilled enough. I read all of the requirements and I met every single one of them. It was the perfect moment of excitement, opportunity, experience, and timing. I still had self-doubt as I had always thought, “I’ll feel ready, I'll get the confidence, and then I'll act.” So, I took action anyway, applied for the job, and it changed my whole life.

What was a heartbeat moment for you in your career?

After 13 years in the Air Force, I had to make a decision: stay, go back to flying in a gray squadron, or fly for the airlines. I decided to do none of those things. From an outsider's perspective, it looks like I walked away from my dream career at the top of my game. But my purpose had shifted, and I no longer had the same goals as I did when I was 20 years old. I was in my 30s, married with a stepson, and my body was getting beat up due to intense flying. So I left the cockpit and set out as an entrepreneur. I knew that my purpose was to use my unique experience of being in a high-performance environment and leverage it to impact other people in a positive way through speaking and writing.

Who is one person you’d love to give flowers to from your career that influenced your journey? What advice or lesson did you learn from them?

I considered applying for the Thunderbirds and I went to my squadron commander for advice. He told me I’d be a perfect fit, and asked how he could help me apply. His belief in me tipped the scales and encouraged me to go after that dream.

That conversation changed my life: working with the Thunderbirds, having once-in-a-lifetime experiences, building my confidence, gaining wisdom, meeting my husband, and gaining a stepson. My squadron commander taught me so much about the power we have as leaders, co-workers, and teammates. If someone confides in you about something they’re excited about, you play a crucial role in empowering them.

Where have you caused some good trouble in your career?

While I was in the Thunderbirds, social media was becoming much more prevalent. At that same time, GoPro’s 360-degree camera had launched and we received permission to fly with them. We were encouraged to share content from behind the scenes and our own lives. I grew a large following on Instagram, but I started getting resistance as the Air Force felt that social media use needed regulation.

I pushed back because in the military, our mission is to recruit, inspire, and connect. I received all of these messages from women who wanted to be fighter pilots or women who wanted to pursue careers in male-dominated industries. They asked for advice and thanked me for being a visible representation that the life they wanted was possible. Several of those women have gone on to join the Air Force, become pilots, and a few have become fighter pilots. Encouraging them and being a small part of their story became my favorite part of the job.

Want to nominate a “Troublemaker” you admire? You can do so here.

INSIDE TRACK

Leaders on the move

• Gina Cavallo has stepped into a new role as Chief Revenue Officer at xpln.ai, as the company’s first U.S. leadership hire, following her standout work at Audigent. xpln.ai, a Paris-based AI and ad tech company, is revolutionizing digital advertising by measuring consumer attention, not just impressions or clicks. Gina’s appointment is a testament to her unmatched expertise and impact.

• Phoebe Gates and Sophia Kianni, co-founders of Phia, have raised $35M at a $185M valuation just 10 months after launch. Born out of their frustration with online shopping, Phia is an AI-powered assistant that compares new and secondhand options in real time. In under a year, they’ve hit 1M+ users, 6,200 brand partnerships, and 11x revenue growth. This is what purpose-driven innovation looks like.

• Maggie Milnamow has been named Chief Commercial Officer, and Paul Josephsen is now Chief Operating Officer, at Betches Media. As Betches enters its 15th year, these leadership moves mark a major step in its evolution from social-first pioneer to entertainment powerhouse.

• Grace Dolan has been promoted to President of Sharp Electronics Corporation USA, the first woman to hold the role. In less than a year at Sharp, Grace has made an impact, bringing experience from Samsung, Frontier Communications, and Johnson & Johnson. Now she oversees sales, marketing, manufacturing, and services, following the retirement of longtime President Jim Sanduski.

• Meghan Doscher has been appointed Head of Brand and Marketing at MassMutual. She has an instinct for connecting brands to business, bringing people together, and leading through transformation. From shaping brand and marketing at Brighthouse Financial to scaling teams at MetLife, Meghan has consistently shown what thoughtful, strategic leadership looks like.

DEAR FQ

Your burning career questions answered

Carly Davidson of The Female Quotient weighs in:

First of all, welcome back. It’s important to remember that burnout is not a “you” problem, but an organizational failure. Despite that, the process of getting through it unfairly rests with the individual. Much like you, recovery is unique and therefore does not have a definitive timeline. Did you know that burnout is such an issue that it’s on the World Health Organization’s international classification of diseases? So with that said, let go of the guilt and give yourself some grace.

It’s completely normal not to feel “back to full strength” right away. Let this also be a gentle invitation to reassess how you’ve been moving through your days both at work and at home. Where can you create more space? What boundaries or routines might help you feel steadier and more supported? Being intentional in this way can allow for new ideas on how to incorporate more time and space for yourself. 

It’s also important to keep the lines of communication open with your manager. This may include asking for more feedback and direction, or more space to operate differently, while still delivering work on time. By being open, you model something powerful: it’s human to have lifestages that are slower and more intentional.

P.S. Got a burning career question? Serve it up here to Dear FQ to score advice from a powerhouse leader in our network.

POLL THE PACK

Instinct and intel: how leaders make tough calls

When it comes to the really tough decisions, how exactly do employees decide? A majority (44%) rely on one simple thing: gut instinct. Of course, there is no lack of information and data out there (which 20% of employees favor) but when data leads to a stalemate or muddies the waters, it might be time to turn to instinct.

Going with your gut or intuition makes use of all your experience and knowledge gained through years of work. In one study on firefighters and military leaders, it was found that in crisis situations, basing the decision on experience led to a better outcome.

It’s a reminder that decision-making is as much an art as it is a science, and that confidence, clarity, and courage often shape the final move.

Mother. Childfree. Married. Single. Ambitious. Emotional. Bossy. Women have been labeled for centuries simply for being themselves. Let’s flip the script!

Xo,

The FQ

Don’t forget to let us know what you think of The FQ Newsletter here.

HAPPENING AT THE FQ

RSVP to join us:

• FQ Lounge™ during Super Bowl LV

• FQ Lounge™ in Milan

• FQ Lounge™ @ Mobile World Congress

• FQ Lounge™ @ SXSW

WHAT’S ON DECK

• Tell Me More: First comes love, then comes…the prenup

• Top 5 Learnings: Jamie Dimon in The Female Quotient Lounge at Davos

• Inside Track: Leaders on the move

• Dear FQ: How do I stop a colleague from constantly interrupting me without being rude?

• Poll the Pack: What would you do with an extra 60 minutes at work?

TELL ME MORE

Terms of engagement

Engagements tend to follow a familiar script: say “yes,” share the news, post the ring pic, choose the bridal party, scroll Pinterest for venue inspo, etc. But there’s one thing that doesn’t always make the list and should: a prenup.

Yes we know, not exactly romantic. But that narrative is outdated. A prenup isn’t about mistrust or planning for failure; it’s about building a fair, transparent financial foundation for the life you’re creating together. Marriage is a partnership. Why wouldn’t it have a shared strategy? 

Think of a prenup as the business plan for your life together. It forces honest conversations every couple should be having before walking down the aisle about values, money, goals, responsibilities, and what happens if life throws a curveball.

According to a HelloPrenup survey, 83% of individuals who signed a prenuptial agreement found it beneficial for their relationship. Why? Because transparency builds trust. Clarity reduces conflict. And shared decisions create shared power. As divorce attorney Kelly Chang Rickert puts it: “Marriage is hard, but divorce is harder. Choose your hard.”

The trend is clear: prenups are becoming the norm, especially among younger generations. A 2019 study by the American Academy of Matrimonial Lawyers found that 62% of family attorneys saw an increase in prenup requests, and 51% of those attorneys attributed the rise to Millennials. It makes sense. We’re in the midst of the largest generational wealth transfer in history: over $84 trillion will be passed from Baby Boomers to Millennials and Gen Z. That’s a lot to protect. And increasingly, women are leading the charge.

We’re in a new financial reality. Women are marrying later, earning more, and entering relationships with their own assets, homes, businesses, and debt.

• Women now earn as much or more than their spouses in nearly 50% of American households.

• Single women own 2.7 million more homes than single men.

• Over the last 50 years, the share of women who out-earn their husbands has tripled.

• More women are giving birth after age 35, accruing more financial and professional experience before marriage.

But despite all that progress, the economic impact of divorce still hits women harder. Much harder. After a split, women see an average income drop of 41%. For men, it’s just 23%. Why? Because women often shoulder unpaid labor, including childcare, eldercare, emotional labor, and household management, that’s invisible on a paycheck but essential to a family’s well-being. Prenups can account for that. They help ensure that the contributions women make, both financial and otherwise, are recognized and protected.

And no, it’s not just for the wealthy. Here’s what a prenup can include:

• Decisions around premarital assets, like retirement accounts and real estate

• Division of property acquired during the marriage

• Protection for inheritance, heirlooms, and gifts

• Business ownership, even for future companies that don’t yet exist

• Plans for alimony or spousal support, especially if one partner leaves the workforce

• Debt responsibility; think credit cards, medical bills, student loans (almost 43 million Americans have student loan debt)

• Infidelity clauses, relevant considering 55% of divorces involve affairs

In other words, a prenup protects more than your bank account. It protects your future.

There’s a cultural shift happening right now, led by women who are reclaiming the prenup from outdated stereotypes and turning it into a tool of empowerment. Libby Lefler, founder of First, explains, “There’s a total pop culture depiction of what a prenup is and who gets it; that it’s meant for some person, probably a guy, to protect himself from a woman. But today, we don’t see that stigma at all. Half of the prenups that we do at First are initiated by women. We’re at the beginning of a generational shift of how people think about premarital agreements. It’s all about thinking about this collaboratively for your life together. It should be a joining point, not a breaking point.”

A prenup isn’t a red flag; it’s a green light for real partnership. It says: I trust you enough to talk about the hard stuff. I respect what we’re building enough to protect it. I value myself enough to not leave it to chance.

Love is powerful. But love with a plan? That’s unstoppable.

Top 5 Learnings from Jamie Dimon in The Female Quotient Lounge at Davos

1. Relentless discipline inside your business
“Have grit and drive. Ask questions. Push. Invest money. Use AI. Don’t stop. Any business better be disciplined about that.”
 
2. Businesses must engage in public policy for everyone
“Businesses should get more involved in public policy. How do you make countries grow? It shouldn’t always be selfish. Improved growth helps all citizens. If we don’t collaborate and come up with better ideas, we won’t fix world problems.”
 
3. Real progress comes from deeper, honest dialogue
“Billionaires talking to billionaires isn’t what matters; it’s understanding what everyone thinks. A lot of people waste a tremendous amount of time. But bringing people together on neutral ground matters. Unpeel the issues. Have the right people in the room. You’ll still make mistakes, but you’ll get to a better place.”
 
4. Inclusion requires intention
"I intentionally give people a job that is a stretch for them. I say, ‘Give someone new a chance,’ and they will step up. It has to be intentional. Over half of my direct reports are women.”
 
5. There are no shortcuts to a meaningful career
“Work hard. There are no shortcuts. Become very efficient. There are tricks. Learn analytics; most people aren’t good at it. Understand things in depth. Read customer complaints. Communicate well. Don’t waste people’s time. Be succinct. Most people think of IQ, but EQ is so important. Develop your EQ. Be open-minded about relationships, changing jobs, and trying something different. There will be a grunt part to every job; get over it. Have a purpose, that's what brings joy. Do the right thing. Do something meaningful.”

Watch the full conversation here.

INSIDE TRACK

Leaders on the move

• Mina Alaghband has stepped into a new role as Chief Customer Officer at WRITER. This is an exciting moment for leadership in AI. Mina has spent her career helping organizations navigate change, leading through unprecedented digital transformation at McKinsey to building customer-first growth at Box and CrowdFlower. She knows that technology only works when people are at the center.

• Claudine Cheever has been named Chief Marketing Officer at Pinterest. With a decade of global brand leadership at Amazon, she knows how to grow at a massive scale without losing sight of what actually matters to people. As Pinterest evolves into an AI-powered discovery platform, her vision promises to elevate the brand experience, creating a thoughtful and meaningful way for brands to connect with customers.

• Andréa Mallard is now Chief Marketing Officer at Microsoft AI. Previously at Pinterest, she built the global marketing org from the ground up, led the brand through its IPO and the pandemic, and positioned it as a platform for inspiration. This is a major moment, both for Andréa and for women leading at the forefront of tech and AI.

• Latriece Watkins takes the helm as President and CEO of Sam’s Club U.S., making her one of the few Black women to lead a Fortune 500 company. After 32 years at Walmart, her rise is a powerful example of leadership and lasting impact from within. As the largest company on the Fortune 500 list, Walmart’s elevation of Latriece honors her deep commitment to culture and community-first leadership.

DEAR FQ

Your burning career questions answered

Lauren Ames of The Female Quotient weighs in:

It’s frustrating when you can’t finish a thought in a meeting and even harder when standing up for yourself feels risky. This "Interruptor" may get caught up in the excitement of what is being shared and not realize what they are doing. In fact, they might think that they are showing enthusiasm by being a Cooperative Overlapper; but to you, they’re an "Interruptor.”

Although this is increasingly annoying, try to keep in mind that you and your colleagues are all working towards a common goal. If the Interruptor cuts you off, you can try something like, “One second, I’m just going to finish my thought.” Be deliberate, intentional, and kind. Use assertive and polite phrases, maintain posture and eye contact, and use confident voice and body language. This will give them a moment to reflect and, hopefully, rectify their behavior. 

You can’t always control others, but you can control how you respond. By staying poised, using clear and polite language, and turning on-the-spot moments into professional boundaries, you reclaim your space and help shift the culture. Keeping your cool will show that you are not a Rude-y Judy, but simply advocating for yourself and the ideas you are trying to express.

P.S. Got a burning career question? Serve it up here to Dear FQ to score advice from a powerhouse leader in our network.

POLL THE PACK

The power of one hour

For the largest share of employees (42%), that bonus hour isn’t for scrolling; it’s for leveling up. Learning something new isn’t just a power move, it’s a paycheck booster. Studies show that carving out time to build new skills leads to higher productivity, more career opportunities, and a serious confidence upgrade. In short? Growth looks good on you.

And 31%? They’re making room for an actual lunch break; no sad desk salads allowed. Because rest isn’t lazy; it’s strategic. Stepping away from your desk resets your brain, stabilizes energy, and reduces stress, boosting focus and creativity for the rest of the day. In other words, taking a proper break actually makes you better at your job. So if you need permission to take the long lunch, consider it granted.

What this tells us? When people get time back, they don’t waste it; they use it to grow or recharge. Whether it’s brain fuel or a breather, it’s all about investing in what keeps you sharp, steady, and ready to take on what’s next. One hour might not seem like much, but used with intention, it can change everything.

Falling in love is magic; planning for your future is power.

Xo,

The FQ

Don’t forget to let us know what you think of The FQ Newsletter here.

HAPPENING AT THE FQ

RSVP to join us:

• FQ Lounge™ during Super Bowl LV

• FQ Lounge™ @ SXSW

WHAT’S ON DECK

• Tell Me More: The daughterhood penalty is a hidden tax on professional women

• Troublemaker Spotlight: Annie Jean-Baptiste, Founder and Director, Universal Product Development

• Inside Track: Leaders on the move

• Dear FQ: How do I not carry old workplace wounds into my new job?

• Poll the Pack: Company culture is shaped by everyone

TELL ME MORE

The hidden penalty of being a daughter

There is an old proverb that says, “A son is a son until he gets a wife, but a daughter is a daughter all her life.” This couldn’t be more true when it comes to caring for aging parents. In fact, research finds that daughters provide twice as much care for parents as sons do. And for many of them, this is their second round of caregiving.

We talk a lot about the motherhood penalty, and for good reason. Mothers are less likely to be hired. When they are hired, their starting salary is an average of 7.9% lower than non-mothers. In fact, the pay gap between mothers and non-mothers may actually be greater than the wage gap between men and women. For every additional child, mothers can face a wage decrease of 5 to 20%. And in the workplace, they’re often viewed as less committed, less competent, and less promotable.

Meanwhile, fathers often experience the opposite: the fatherhood bonus. For every child, men see an average of 6% increase in wages. Fatherhood is seen as a signal of stability, reliability, and even stronger leadership potential. Fathers are actually viewed as 5% more committed than non-fathers.

This double standard creates a double burden for women, especially when they’re raising children and caring for aging parents. Enter: the daughterhood penalty. This lesser-known penalty affects women who step into elder care responsibilities, often at the expense of their careers. Many reduce work hours, pass up promotions, or leave the workforce entirely. And the financial cost is significant: lost wages, missed benefits, and lower retirement contributions, leaving them vulnerable later in life.

In fact, a 2024 study published in Research on Aging found that women aged 50 to 60 who provided care to a parent or in-law experienced an inflation-adjusted wage loss of 4.2% to 9.5% without reducing their hours. Meanwhile, women in the same age range without caregiving responsibilities saw a 2.7% wage increase.

Even when siblings are available, caregiving isn’t divided equally. A 2014 Princeton study by sociologist Angelina Grigoryeva found that daughters spend twice as much time caring for parents, 12.3 hours per month compared to 5.6 hours for sons. And it gets worse. Grigoryeva shared: “Sons reduce their relative caregiving efforts when they have a sister, while daughters increase theirs when they have a brother. This suggests that sons pass on caregiving responsibilities to their sisters.”

Why? Because caregiving is still widely seen as “women’s work.” Globally, 81% of elder caregivers are women. Over 66% of paid caregiving roles are held by women, and in North America, South America, and Europe, that number rises to 75% or more. Quite simply, caregiving has been stereotyped as women’s work. This issue is compounded when boys and girls are raised only seeing women as the ones who step up when caregiving needs arise. Results from a 2018 survey prove this: adults in the U.S. perceive women to be more nurturing, empathetic, and responsible for caregiving.

And yet there’s no “care gene” that makes women more qualified for this work. This is learned behavior, shaped by families, media, and culture. Liz O’Donnell, founder of Working Daughter, an organization that helps support women balancing care and career, says: “Women face a double whammy. From a family perspective, a societal perspective, and a media perspective, there’s an expectation for women to be extraordinary mothers and also to be extraordinary daughters.”

This burden takes a toll emotionally, physically, and financially. And it won’t change without structural support: that means workplaces must recognize the importance of caregiving and provide real flexibility. It means policies that support caregivers with paid leave, benefits, and protection against career penalties. It means shifting how we raise both boys and girls. And at home, boys need to be participants in care and see parents shouldering equal responsibilities. Outside of the home, men need to be visible in caregiving roles so that children can see real examples that providing elder care is not relegated to one gender. Programs like Roots of Empathy are helping lead this change by teaching all kids how to provide care for infants. Our next generation must embrace the truth that care isn’t a feminine trait. It’s a human one, and it should be expected of everyone.

TROUBLEMAKER SPOTLIGHT

Annie Jean-Baptiste, Founder and Director, Universal Product Development

Annie Jean-Baptiste is changing the way we do business for everyone. She is the founder and director of Universal Product Development, and her focus is on building products that work for the world. She is the author of Building for Everyone and has a new book coming out, Empowerment for All. She has led diversity strategy across some of Google’s largest product areas, served as an intrapreneur in residence at the University of Pennsylvania's Graduate School of Education, and is a member of the CTA Health Equity and Access Leadership (HEAL) Coalition. She was named to the Ebony Power 100 list and has been featured in Vogue, Essence, Business Insider, and Fortune.

What’s the worst career advice you’ve gotten?

The worst career advice I've ever gotten is to conform. Early in my career, well-intentioned people would tell me, “You should dress this way" or “You should talk this way.” It expended a lot of energy that could have been funneled into leaning into my strengths. I realized I added value because I wasn’t the same; I came from a different background and had alternate points of view.

What’s the best piece of non-obvious career advice you’ve gotten?

My former manager and mentor told me to “lead with yes,” and that doors I didn’t even know existed would open. Often when we're met with something new, our tendency is to come up with all the ways it wouldn't work. So instead, I think, “What would it take for me to say yes to this?” It’s benefited me throughout my career. When I was first approached to write a book, I was hesitant because I wasn’t a writer and it was not something I had ever done before.  But there is this quote I love that says, “Get your butterflies flying in formation.” It's okay to be nervous. You don't have to get rid of your butterflies, but you need to get them flying in an intentional direction. So I leaned into that initial discomfort and now I’m writing my second book.

What was a heartbeat moment for you in your career?

About 7 years ago, I was working on a side project that is actually what I do today. But I was also at a point in my life where I had a choice: follow this new, riskier path or advance in the career that I had. My intuition was telling me to take the risk. I’ve found that often your body already knows the answer, but you have to pause and listen. And for me, following my gut definitely worked out.

Who is one person you’d love to give flowers to from your career that influenced your journey? What advice or lesson did you learn from them?

My parents. They immigrated to the United States and sacrificed so much for me to be where I am today. They were civil servants and instilled in me that giving back to others and thinking outside yourself is a moral responsibility. That bleeds into everything I do, whether it be my job or passion projects. They were my role models for being a responsible citizen and thinking about those who are less fortunate or different from you. When things get tough, I go back to those core values.

Where have you caused some good trouble in your career?

I first started horseback riding during COVID because I needed to get outside for my mental health. It turned out to be a transformational experience. I wanted to offer that to others, so I started a horseback riding camp at a horse rescue for kids who wouldn't traditionally be a part of that world from either a background, racial, or socioeconomic perspective.

I got pushback from people. They said that the children could do other things in the city instead. But the connection between horses and humans is very powerful. There's research that shows that if kids have disabilities or trauma, riding can really help. I think that opening people's aperture to something they don't know is critical to becoming a fully-formed human being. So I took the feedback and blocked out the noise. Now these kids are learning about farming, they're gardening, and they're experiencing the responsibility of taking care of horses.

Want to nominate a “Troublemaker” you admire? You can do so here.

INSIDE TRACK

Leaders on the move

• Dina Powell McCormick has been appointed President and Vice Chairman at Meta. A longtime leader in global finance, policy, and impact, Dina has shaped transformative initiatives like 10,000 Women and One Million Black Women. As Meta accelerates its AI ambitions, Dina’s leadership is a game-changing signal for women leading in tech.

• Hayley Romer takes the helm as Managing Director, US Advertising Sales at Bloomberg Media. From shaping commercial strategy at The Atlantic to expanding global brand partnerships at Art Basel, she builds trust with brands and teams in ways that truly last.

• Pam Kaufman is now Chief Entertainment Officer at Gap Inc. After leading global markets, consumer products, and experiences as President and CEO of International Markets at Paramount, Pam brings a deep understanding of culture, storytelling, and scale to one of the most iconic portfolios in fashion.

• Alexis Katana has been named Worldwide Media Director at Prada Group. With over a decade shaping strategy at Gucci, Alexis brings a blend of digital fluency and the ability to connect luxury heritage with audiences.

• Courtney Hamacher has stepped into a new role as Chief Creative and Marketing Excellence Officer at General Mills. Her leadership has powered beloved brands like Cheerios, Nature Valley, and Yoplait across the globe.

• Kim Seymour has joined SKIMS as Chief People Officer. With nearly three decades shaping high-performing cultures at Etsy and American Express, Kim knows that people are the engine behind every great brand.

• Brigit Zimmerman is making history as Priceline’s first-ever female CEO. Brigit is redefining travel with a focus on value, helping travelers navigate an overwhelming amount of options with smarter pricing and better tech.

• Elle McCarthy has been named VP of Brand and Creative at McAfee. From PayPal to Ford, she’s championed human-centric storytelling that reflects real lives and drives impact.

DEAR FQ

Your burning career questions answered

Fleming Longino of The Female Quotient weighs in:

First of all, congratulations on the new job and an even bigger congratulations on getting out of a toxic environment.

Given your history, it’s only natural to feel wary. Leaving a toxic workplace isn't as simple as just walking away. To move forward, it’s important to acknowledge what you went through, honor how it impacted you, and use the experience to define what you want and don’t want from a workplace. Set and communicate healthy boundaries from the start. Be patient with yourself as you ease into this new role and culture. Above all: recognize your value. You were chosen for this job because of your experience and expertise, and this is a fresh opportunity to shine in a place that values you.

But healing doesn’t happen automatically. Research into workplace trauma shows that after toxic environments, former employees often carry emotional scars, anxiety, hyper-vigilance, and self‑doubt into their next jobs. That means the first step is self-care and clarity: take time to process the past, remind yourself of your worth, and give yourself permission to heal.

Next, build trust slowly and deliberately. Good leaders build trust not by grand gestures, but through consistent, reliable behavior: clear communication, transparency, and follow‑through.

Finally, stay grounded in what you know you deserve. Use this new job to establish and maintain boundaries, recognize red flags early, and prioritize psychological safety. You’ve already done the hardest part: leaving the toxicity behind. Now it’s about reclaiming your confidence. This is an exciting opportunity for you! 

P.S. Got a burning career question? Serve it up here to Dear FQ to score advice from a powerhouse leader in our network.

POLL THE PACK

Culture isn’t top-down; it’s all-in

Company culture isn’t just shaped at the top; it’s built by everyone. Leaders can define the vision, but it’s up to every individual to bring it to life.

Culture thrives when employees recognize their own agency in shaping a workplace that’s positive, inclusive, and evolving. That means being intentional with your work, communicating with respect, and taking ownership, not just for outcomes, but for how we show up for each other.

Because culture doesn’t live in mission statements; it lives in team chats, project feedback, and how we collaborate every day. It’s not a one-time declaration; it’s a constant dialogue between people and the organization.

When everyone contributes with care and accountability, the culture reflects it and everyone feels it.

So don’t just absorb the culture. Shape it.

Xo,

The FQ

Don’t forget to let us know what you think of The FQ Newsletter here.

HAPPENING AT THE FQ

RSVP to join us:

• FQ Lounge™ @ Davos

• FQ Lounge™ during Super Bowl LV

• FQ Lounge™ in Milan

WHAT’S ON DECK

• Tell Me More: The #1 skill in an AI-powered workforce

• Troublemaker Spotlight: Dr. Maya Shankar, Cognitive Scientist, Author, and Podcast Creator and Host

• Inside Track: Leaders on the move

• Dear FQ: I’m not as vocal as some of my coworkers. How can I make my impact known?

• Poll the Pack: How often do you truly stop and listen to your teams and coworkers?

TELL ME MORE

Stop the slop

“Slop” might not be a word you’ve heard a lot unless you grew up on a farm. But now? It’s found its way into our everyday vernacular.

AI workslop is “AI-generated work content that masquerades as good work, but lacks the substance to meaningfully advance a given task.” And it’s showing up everywhere. You’ve scrolled past it on social media. Now it’s creeping into workplace deliverables, emails, decks, and reports that sound smart, but say nothing.

Many companies have embraced AI wholeheartedly. In the last year, a Gallup Poll showed that the number of organizations that utilize AI-led processes doubled in two years. A majority of Americans say they interact with AI at least several times a week, with 46% using it at least once a day. One might assume this surge in AI usage would supercharge efficiency, but in reality it’s often producing more noise than progress.

While businesses have invested in AI and encouraged their employees to use it, according to a MIT Media Lab report, 95% are not yet seeing a payoff. The work may appear polished and pleasing to the eye, but to quote Cher in Clueless, it amounts to a Monet: "It's like a painting, see? From far away, it's okay, but up close, it's a big old mess.” 

Workslop is becoming more and more common, with a BetterUp and Stanford University survey finding it has come across the desks of 40% of employees in the past month. This affects productivity. When AI slop leaves one desk (the workslopper) and travels to someone else’s (the workslopped), it shifts the burden of responsibility. The Harvard Business Review found that this occurs between peers (40%), from employees to managers (18%), or down the chain of command (16%). What was artificially generated can either be unhelpful, incorrect, without context, or lacking depth so that the workslopped has to fix it or completely start over. And this takes time, an average of almost 2 hours, costing a company on average $186 a month per employee. For a company with 10,000 workers, it amounts to a loss of over $9M each year. That’s monumental for businesses in the U.S. that spent between $35M - $40M investing in this technology.

It’s also important to note that workslop is impacting company culture and interpersonal relationships. What was done as a “quick fix” by the workslopper has a lasting impact on their professional reputation. AI can be a powerful tool, but it can’t replace the skills that make work work: judgment, nuance, and the ability to ask, “Does this even make sense?” Without using critical thinking, laziness produces workslop. And it places people who have received such shoddy work in an uncomfortable position where they have to decide whether or not to speak to the individual about their AI usage or report it to management. 34% of the workslopped are contacting their supervisors or speaking to other coworkers about these situations.

According to a Harvard Business Review survey, worksloppers’ competency begins to come into question as they are viewed by others as less intelligent (37%); less trustworthy (42%); and not as creative, capable, or reliable (50%). It erodes the foundation of the working relationship so much that 32% of employees are less likely to want to work with the workslopper again. 

What’s more, AI is impacting how we think. A study by MIT’s Media Lab had people divided into 3 groups while completing essays over a handful of months. The groups were separated by what additional research its participants could use: open AI’s ChatGPT, or a Google search, or only their own knowledge. An electroencephalogram (EEG) was then used to measure the writers’ brain activity. Throughout the months-long testing process, the ChatGPT group “consistently underperformed at neural, linguistic, and behavioral levels.” Their work ethic also suffered. The group that did the best? The ones using only their brain. 

When each group was asked to summarize their essay without any tools, the ChatGPT group displayed the worst memory for what they had written (or copied and pasted). Matteo Wong, a tech journalist at The Atlantic, says that artificial intelligence “could completely reorient our relationship to knowledge, prioritizing rapid, detailed, abridged answers over a deep understanding and the consideration of varied sources and viewpoints.”

Companies can’t afford to be passive in the age of AI. It’s not enough to adopt the tech; we have to teach it well. That starts with people. Organizations must proactively train and empower employees to use AI responsibly, ensuring a true partnership between human judgment and machine intelligence. Clear guidelines, open conversations, and ethical guardrails are non-negotiables.

What matters most? Critical thinking, emotional intelligence, ethical decision-making, and human creativity are skills companies must actively protect and encourage. As we integrate AI into workflows, we risk undervaluing the very human strengths that make innovation meaningful. Let’s be clear: AI is a powerful tool. Humanity is the advantage.

The Takin’ Care of Lady Business newsletter is for women who are done being underpaid, underestimated, and undervalued. It’s for women who are asking for what they want and getting it.

Bold. Unapologetically ambitious. Fiercely informed. Every issue dives into the real strategies to get your worth and then some.

TROUBLEMAKER SPOTLIGHT

Dr. Maya Shankar, Cognitive Scientist, Author, and Podcast Creator and Host

Maya Shankar has lived many lives. She’s been a violinist, Science Advisor to the Secretary General for the United Nations, Founder and Chair of the White House Behavioral Science Team under President Obama, and currently, Senior Director of Behavioral Economics at Google. She is also the creator, host, and executive producer of the podcast, A Slight Change of Plans, voted Apple’s Best Show of the Year in 2021. On her podcast and in her newly released book, The Other Side of Change, she asks, “What if we came to see the hardest moments in our lives not simply as something to endure, but as an opportunity to reimagine who we can be?”

What’s the worst career advice you’ve gotten?

By nature, I'm a very bubbly, smiley, and energetic person. When I was working in the White House, an older man made a comment that I was “starry-eyed and bushy-tailed, but let's see if she actually gets anything done.” While it wasn’t necessarily advice, he was saying that someone who had earnestness, optimism, or excitement about their job didn’t have technical chops. 

I remember thinking that this is a challenge many women face; they often have to deny their true personalities because there's a notion of what it means to be a professional. So I doubled down. I am a positive person, and I wasn’t going to dampen my personality to meet other people's expectations. My optimism does not belie my abilities; it’s not at the expense of practicality or realism. So I proved him wrong. I built my team, and President Obama signed an executive order.

What’s the best piece of non-obvious career advice you’ve gotten?

When I joined the White House, my boss told us to consider ourselves “policy entrepreneurs.” I loved the idea that we were all carrying an entrepreneurial label. Typically you don't think of “federal government” and “entrepreneur” as going together, but he believed that if we had that mindset, we would be more creative. We would find workarounds and learn not to take “no” for an answer. 

I didn't have a budget or mandate to build a behavioral science team. I had to build trust, align incentives, and form a coalition with advisors and investors who saw inherent value in what we were doing. I had to influence without authority. It built a certain kind of grit and creative spirit within us that helped us achieve our goals. In a very large, and sometimes dysfunctional, bureaucracy with lots of red tape, it was an empowering mindset. I’ve used it in every other venture since, whether it's building a behavioral economics team at Google, starting my podcast, or writing my book.

What was a heartbeat moment for you in your career?

In the beginning of 2020, my husband and I had been on a multi-year journey to start a family, and our surrogate was pregnant with our baby girl. Two days before the whole world shut down with COVID, she miscarried. We were beside ourselves with grief, and for someone who loves being in control, this experience was destabilizing. I felt very lonely, and with the pandemic, we didn't have our normal routines. It was then that I created my podcast, A Slight Change of Plans. It was a heartbeat moment. I wanted to tap into others’ wisdom and use insights from my scientific background to help us navigate change, with more equanimity and possibility. 

Starting that show changed my life. I was able to connect with incredible people all over the world who shared some of the hardest moments they've been through, but also how they ended up on the other side, intact and grateful. One of the things I learned was that in order to build a more resilient identity, you have to define yourself not by what you do, CEO, mom, or artist, but why. We have labels, but when a big change happens, it threatens those labels. It’s more sustainable to define yourself based on why you love the things you love. It serves as a compass toward next steps.

Who is one person you’d love to give flowers to from your career that influenced your journey? What advice or lesson did you learn from them?

In college, I met a man during one of the most difficult moments of my life. He worked in the dining hall, and every day, he greeted students with so much love, positivity, and joy. I admired the light he brought into the world. It made me realize what an incredible impact one human being can have. 

At the time, I was in a course about ethnographies of the African-American experience, and I interviewed him. I spent many hours hearing about his life, which was incredible. He made such an impression on me and showed me that we can be more conscious about the way we interact with others…we can make or ruin someone's day with a smile or a scowl. It made me more intentional about kindness and humanity. Kindness has to be the default working model for every person.

Where have you caused some good trouble in your career?

I’ve caused good trouble both in the White House and at Google because I built new, unorthodox behavioral economics teams. Their intent was to ensure that our best understanding of human behavior is integrated into the policies, programs, and products that we create. Anytime you introduce something new, there's going to be some degree of resistance.

But not all resistance comes from others; sometimes it comes from within. I’d never hosted a podcast or written a book before. In those cases, it was self-resistance. I had imposter syndrome moments where I wondered if I had what it took. I powered through, which allowed me to build confidence quickly. Even writing that first paragraph cracked open my imagination to what's possible. And now I’ve created something that makes me more proud than anything I've ever done in my life.

Want to nominate a “Troublemaker” you admire? You can do so here.

INSIDE TRACK

Leaders on the move

• Alison Wagonfeld has joined NVIDIA as Chief Marketing Officer, where she will lead marketing at the world’s most valuable company, now the first to hit a $5 trillion valuation. After nearly a decade shaping Google Cloud into the force it is today, this move speaks volumes about Alison’s impact and visionary leadership, especially at such a pivotal moment for AI.

• Felicia Yukich has been named Senior Vice President, Global Marketing at Four Seasons Hotels and Resorts. She has spent two decades shaping the brand’s iconic identity across an expanding portfolio while defining what true hospitality looks like: personalization, emotional connection, and an unwavering commitment to excellence. Her ability to anticipate guest needs and turn insight into unforgettable experiences is unmatched.

• Justine Frostad has stepped into a new role as Chief Marketing Officer at Cognitiv. She has shaped and scaled Cognitiv over the past six years, building with intention alongside a remarkable team. Her leadership reflects a deep understanding that in an AI-powered world, human insight is still the differentiator.

• Amandine Ohayon has been named CEO of GIVENCHY, the first woman ever to lead the iconic fashion house. From Stella McCartney to this historic appointment, Amandine is redefining leadership in luxury. Only 14% of leadership roles in fashion are held by women, an astonishing stat for an industry centered on women. When women lead creatively, they bring more than design. They bring perspective.

• Olivia Oshry has been promoted to Chief Marketing Officer at OAAA. Olivia leads with passion, purpose, and a rare ability to unite an industry around a shared vision. As data, tech, and measurement reshape what’s possible in out-of-home, there’s no one better to evolve the narrative while honoring the roots of this powerful medium.

In her words: Olivia Oshry shared with FQ readers…

“Most of my career had been in digital advertising, and staying on that path would have been the more conventional choice. What gave me the confidence to say yes was the leadership, the scope of the opportunity, and the potential for real impact. That shift in perspective made it feel less like a leap of faith and more like a deliberate bet on people, potential, and progress.”

DEAR FQ

Your burning career questions answered

Alexa Comeau of The Female Quotient weighs in:

We’ll say it louder for the people in the back: you absolutely do not need to be the loudest in the room to be recognized for your work. 

You can make your impact visible without impacting your integrity in several ways. Before meetings, jot down your thoughts in writing. Then, when you are in the actual meeting, focus on the quality of what you share over the amount you share. One well-timed insight often lands better than constant commentary. 

After meetings, you can demonstrate that you listened and participated intentionally with a follow-up detailing concrete next steps or solutions. 

And finally, be sure to build your pack: connect with decision-makers one-on-one for more in-depth conversations. The goal isn't to be someone you’re not, but to create more channels where you and your contributions are seen.

P.S. Got a burning career question? Serve it up here to Dear FQ to score advice from a powerhouse leader in our network.

POLL THE PACK

People stay where they feel seen

Culture isn’t just about good vibes, it’s a retention strategy. 41% of professionals say their daily work experience improves when they feel heard and included.

But here’s the gap: only 1 in 3 employees say they got any recognition in the last week. And when acknowledgment is missing? They’re twice as likely to think about quitting in the next year. High-quality recognition makes a real difference. Gallup found that employees who received high-quality recognition are 45% less likely to leave their job within two years.

Recognition is a signal of how much a company values its people. And it starts with how we listen. According to psychologist Carl Rogers: “We think we listen, but very rarely do we listen with real understanding, true empathy. Yet listening, of this very special kind, is one of the most potent forces for change that I know.” Thoughtful listening makes employees feel valued and fosters a strong sense of community.

When employees feel heard, they feel safe. When they feel valued, they thrive. That’s what builds loyalty and great work.

Critical thinking has always been essential, and in the age of AI slop, it’s non-negotiable. Let’s stop the slop before it starts.

Xo,

The FQ

Don’t forget to let us know what you think of The FQ Newsletter here.

HAPPENING AT THE FQ

RSVP to join us:

• FQ Lounge™ @ Davos

WHAT’S ON DECK

• Tell Me More: Ovaries determine a woman’s longevity

• Troublemaker Spotlight: Blake Cohen Geffen, Co-Founder and CEO, Vivrelle

• Dear FQ: I’m being encouraged to apply for a promotion I’m not sure I want. What should I do?

• Poll the Pack: Move. Rest. Repeat.

TELL ME MORE

Working Ovary Time

Turns out, the tired metaphor of your “biological clock ticking” might be more truth than cliché. But it's not just about fertility. Ovaries impact far more: your longevity, your energy, your health span and how our bodies carry us through life.

It turns out ovaries are one of the fastest-aging organs in the body. The average age of menopause is 52, but many women begin experiencing hormonal changes years before that. While ovaries stop releasing eggs, their hormone production doesn't disappear overnight, and that hormonal shift can ripple across nearly every system in the body.

Hormones produced by ovaries regulate blood sugar, metabolism, fat storage, bone density, cardiovascular health, inflammation, brain function, and of course, fertility. As Jennifer Garrison, an associate professor at the Buck Institute for Research on Aging and the Center for Healthy Aging in Women, puts it: “Ovaries are the architects of healthy female bodies.” And when their function declines, women become more susceptible to chronic conditions like heart disease, stroke, cognitive decline, osteoporosis, arthritis, and diabetes.

It’s no coincidence that women, who live longer than men, also deal with more chronic health issues later in life. Hormonal shifts are a major reason why. One in 10 women experiences early menopause (before 45), increasing their risk of coronary heart disease by 50% and cardiovascular mortality by 20%. Women who go through menopause later are statistically more likely to live to 90. Interestingly, so are their brothers, a clue that there’s a powerful genetic link here we don’t fully understand. “Why does a woman’s reproductive span correlate with her overall life span? Even brothers of women who go through menopause later tend to live longer,” Garrison said. “There’s a genetic component there that’s clearly very important, and we don’t understand it at all.”

By 2030, 1.2 billion women will be menopausal or postmenopausal. Up until 2002, when a woman was going through menopause, the recommendation had been hormonal therapy. This began to significantly decline when a flawed study linked it to an increased risk of breast cancer, heart attack, and stroke. Current treatments have successfully modified the dosage of the hormones and also adjusted the timing to be closer to when a woman first experiences menopause, but the public perception of the study remains. And while hormone therapy helps some, it isn’t a full-proof solution. The U.S. Food and Drug Administration has approved Lynkuet, a new daily pill from Bayer that provides a non-hormonal option for treating hot flashes, common during menopause, and there are other non-hormonal options on the horizon.

This leads to many questions: Why do ovaries age so rapidly? How does this play out genetically? How can we slow their aging? In a shock to no one, women’s reproductive research has been historically underfunded. What’s more, women were often excluded from clinical trials because it was incorrectly believed that their hormones confounded the data. Because of this, ovaries remain an enigma.

Things are starting to change. Scientists are exploring how to slow ovarian aging, thereby delaying the consequences of menopause, not to extend fertility, but to extend quality of life. Garrison co-founded the Global Consortium for Reproductive Longevity and Equality, which focuses on the connection between ovarian health and overall well-being. And companies like Gameto, led by CEO Dina Radenkovic Turner, are developing new biotech solutions aimed at improving the experience of menopause and aging. She shared, “Women want better treatments. We are living longer. We are contributing to society in all aspects, and we are demanding better treatments. We’re half the population. We control the majority of health-care spending decisions in families. And guess what? We care about our own experience.” 

When we support women’s health at every stage, we’re not just helping individuals. We’re strengthening families and communities and raising the bar for what quality longevity can look like. Ovaries may be small, but their impact is massive. It's time we gave them the attention, and the funding, they deserve.

TROUBLEMAKER SPOTLIGHT

Blake Cohen Geffen, Co-Founder and CEO, Vivrelle

Blake Cohen Geffen is changing the way you accessorize your life. She is the Co-Founder and CEO of Vivrelle, a subscription service that allows its members to rent one-of-a-kind luxury accessories. With a background in public relations, fashion, and marketing, Blake is pioneering a new way to wear high-end fashion. Under her leadership, Vivrelle has secured over $60 million in funding, leading to exponential growth and business expansion.

What’s the worst career advice you’ve gotten?

It’s a tie between “tone it down” and “just focus on one thing.” People thought that I should dial back my ambition or stay in a single category. But throughout my career, I’ve learned that boldness is an asset, and taking risks is where growth happens. You don’t have to choose one lane in business or in life. Vivrelle exists because I didn’t tone it down or limit myself to one thing, and I never will.

What’s the best piece of non-obvious career advice you’ve gotten?

Make time for yourself, especially if it means moving your body or getting outside. As a mom of three little ones and a founder growing a business, it’s easy to get caught up in the chaos. I used to feel glued to my computer as I drowned in to-do lists. But once I started prioritizing daily movement or unplugging to be present with my kids, everything shifted. Some of my best ideas have come during a walk, a workout, or simply being outside. We’re taught to power through, but stepping away is often the smartest thing you can do, not just for yourself, but for your team, your family, and your business.

What was a heartbeat moment for you in your career?

Opening Vivrelle’s first showroom in New York. It was this overwhelming mix of excitement, disbelief, and pride. To see our brand evolve from an idea I had on my honeymoon to a physical space was surreal. That experience reminded me not only how far we’d come, but how much bigger this vision had grown beyond what I first imagined.

Who is one person you’d love to give flowers to from your career that influenced your journey? What advice or lesson did you learn from them?

I’d give flowers to my first mentor and former boss. I learned from her just how much details matter, even if you don’t realize it at the moment. While she was tough on me, she also empowered me to step into a leadership role. She was the first person I confided in about the idea for Vivrelle. Instead of being upset that I had a side hustle or planned to leave my current job, she asked how she could invest. She’s someone I continue to turn to, and know will always be in my corner.

Where have you caused some good trouble in your career?

I set out to challenge the way people think about their closets. With Vivrelle, we disrupted the traditional model by making luxury, quality accessories more accessible. When we were building the business and preparing to launch, a lot of people questioned us. But we believed in what we were doing and went for it anyway. It has been incredibly rewarding to see how the business has transformed how people experience their wardrobes. We proved that there’s real power in doing things differently. I’m always up for good trouble if it leads to something better.

Want to nominate a “Troublemaker” you admire? You can do so here.

DEAR FQ

Your burning career questions answered

Hunter Grace of The Female Quotient weighs in:

First of all, congratulations! The fact that someone at the company sees you as a leader is a real testament to your work style and ethic. You should be proud.

I understand that applying for this promotion may be intimidating, especially if it’s for a role you never imagined for yourself. Take some time to examine this path and what leadership looks like to you. What qualities have you seen in leaders that you’d want to emulate? What have you learned from working with leaders who have not been as effective? Think of this less as a title, and more as an opportunity to have a positive impact on the company, the team, and the day-to-day experience of the people you’d be managing. Not to mention, a leadership role often comes with a raise which is something important to consider. 

It’s also important to acknowledge the responsibilities that come with this promotion, including mentoring, guiding, and building teams. If it aligns with your career vision, go for it! If you find that you are more fulfilled as an individual contributor, that’s completely valid. You can continue to grow by taking on more complex, strategic, or high-impact projects without moving into a management role. Weigh the pros and cons and choose the path that feels right for you.

P.S. Got a burning career question? Serve it up here to Dear FQ to score advice from a powerhouse leader in our network.

POLL THE PACK

Rest and recharge: Priorities for personal growth

Let’s be honest, humans love a good routine. Science backs it up: good habits aren’t just productivity hacks; they’re powerful tools for our mental and physical health.

In our poll, the top two habits that changed people’s lives? Daily movement and prioritizing rest. Translation: we’re officially in our energy management era, because managing your time means nothing if your body and brain are running on empty.

It’s a mindset shift we love to see. Professionals are no longer glorifying burnout; they’re setting boundaries, honoring their capacity, and showing up stronger because of it. 

Now, if you’re reading this thinking, “Should I be doing more?”, you’re not alone. But don’t stress. Start small. According to a UK study, it takes about 66 days to form a new habit, and longer for physical ones. So be patient, be kind to yourself, and give it time. What feels forced today will feel automatic tomorrow.

Or as Aristotle, basically the original life coach, put it: “We are what we repeatedly do. Excellence, then, is not an act, but a habit.”

Now go schedule that walk. Or that nap. Or both.

Express gratitude for your body and get outside, it’s been working hard.

Xo,

The FQ

Don’t forget to let us know what you think of The FQ Newsletter here.

HAPPENING AT THE FQ

RSVP to join us:

• FQ Lounge™ @ CES

• FQ Lounge™ @ Davos

Happy New Year from The FQ!

2025 was one for the books: setting records, making history, boosting the economy, having the conversations that matter, and creating real impact. You’re part of the largest global community of women in business, and with The FQ, it’s never just about showing up; it’s about leading, influencing, and changing the game.

In 2026, we’re going bigger: more summits, more cultural events, more original content (yes, the video podcast is coming 👀 ). As we head into the new year, let’s keep showing up for each other, celebrating our wins, and pushing what’s possible.

And before we dive in, we want to hear from you: what do you want to see from The FQ next year? Let’s build it together. Tell us here.

WHAT’S ON DECK

• Tell Me More: Women’s participation in the Olympics would be “impractical, uninteresting, unaesthetic.”

• Troubler Spotlight: Shivani Berry, CEO and Founder, Career Mama

• Inside Track: Leaders on the move

• Dear FQ: What do I do if I’ve lost the passion for my job?

• Poll the Pack: Mind over money

TELL ME MORE

The 100 year sprint to 50.7%

Women around the world are just after rings. Olympic rings. Powerhouses like Simone Biles, Shelly-Ann Fraser-Pryce, and Ireen Wüst have made history at the Games, and now the Olympics themselves are making history. For the first time in 129 years, the 2028 Games in Los Angeles will have more female than male participants at 50.7%. When women first entered the games, they made up just 2.2% of participants so you better believe we’re celebrating that > 50%.

But in 1896 at the first modern Olympic Games? Women weren’t allowed to compete. The goal of the Olympics, according to founder Pierre de Coubertin, was to spotlight men’s athleticism, claiming women’s participation would be “impractical, uninteresting, unaesthetic.” If there were female events, he believed they should be without spectators in order to preserve a woman’s dignity, while also avoiding the male gaze. He said, “Women have but one task…crowning the winner with garlands.” Despite his stance, he left female participation up to the host city.

Four years later during the Paris Games of 1900, 22 women were admitted as participants alongside 975 men. But there was a catch: They were only allowed to compete in equestrianism, golf, sailing, tennis, and croquet. Why? These sports were deemed "acceptable" because they were considered genteel and were played by upper-class women in modest attire. The disparities continued into the awards ceremony. Margaret Abbott, the first American woman to win gold, didn’t even receive a medal, but a porcelain bowl. 

The 1908 games in London were historic because they were the first time women’s participation was sanctioned. 37 women competed in tennis, archery, and figure skating. 

And since then, progress has been made slowly but surely:

• 1928: Women’s gymnastics debuts

• 1976: Rowing and basketball are added

• 1996: Women’s softball and soccer join the roster. Yay, Mia Hamm!

• 2000: Taekwondo, triathlon, water polo, weightlifting (104 years after men), and modern pentathlon are added

• 2004: Women’s wrestling debuts (108 years after men) 

• 2024: For the first time ever, the same number of male and female athletes competed in Paris. Now, 96% of national teams have a male and female athlete simultaneously carrying the Olympic torch.

Women’s boxing is a story all its own. Women were banned from Olympic boxing until one woman changed everything. Meet Katie Taylor, a powerhouse from Ireland and 5-time world champion boxer with Olympic-sized dreams. Born to a boxing judge mother and a national light heavyweight champion father, you could say it was in her blood. But Ireland had outlawed boxing for women. So she did what she does best: fought. 

Katie kept training…and winning. She started sparring in disguise, posing as a boy when she was younger just to get matches. It was only when she took her headgear off that spectators would have to reconcile the fact that not only did they just see a girl boxing and boxing well, but they saw a girl beat a boy. Fans rallied and Katie became the face of the fight for inclusion. Women were finally allowed to box in Ireland in 1997 and Katie began racking up championships. Finally, in 2012, women’s boxing made its Olympic debut. Katie won Ireland’s only gold medal that year. It wasn’t just a win for her, but for every woman who’s been told, “no.”

But disparities still exist. At Tokyo 2020 and Paris 2024, only 13% of Olympic coaches were women. And leadership in the International Olympic Committee has long been dominated by men. Until now. For the first time in history, the IOC will be led by a woman, Olympic champion Kirsty Coventry. This marked a groundbreaking moment, because representation in decision-making positions isn’t symbolic, it’s strategic. When women help set the agenda, more inclusive choices follow.

That brings us to Milano Cortina 2026. With four new women’s events, ski mountaineering, skeleton, luge, and freestyle skiing, plus expanded mixed-gender competition, these Games mark a new era. When women have equal footing on the world’s biggest stage, the ripple effects go far beyond the finish line. It rewrites what’s possible, and reminds every girl watching that she belongs. 

TROUBLEMAKER SPOTLIGHT

Shivani Berry, CEO and Founder, Career Mama

Shivani Berry is changing the game for working moms. As the CEO and founder of Career Mama, she’s helping women lead at work while balancing presence at home. Her leadership programs support moms from powerhouse companies like Google, Uber, and Salesforce. A first-generation Indian-American and Harvard MBA, Shivani has been featured in The Wall Street Journal, Forbes, and Nasdaq because she's not just talking about balance, she's building it.

What’s the worst career advice you’ve gotten?

“You can do it all.” That’s what I believed after becoming a mom. Success meant excelling at everything: career, motherhood, marriage, health, friendships. But when I was pregnant with my second child, I kept pushing at the same pace, afraid to slow down. Like many women, I was trained to sacrifice myself and it wasn’t sustainable. Eventually, I gave myself permission to pause, let go, and focus on my top three priorities. It taught me it’s not about doing it all; it’s about doing what matters.

What’s the best piece of non-obvious career advice you’ve gotten?

Being right isn’t enough, you have to know how to influence. Early in my career, being smart got me far. But in leadership, communication is everything. I learned to walk people through my thinking, listen deeply, and show I valued their expertise. That opened the door to new perspectives and built trust. It’s a muscle I’ve worked hard to strengthen, because influence isn’t just about having a great idea; it’s about bringing people with you.

What was a heartbeat moment for you in your career?

I knew that becoming a mom was going to be physically hard, but I underestimated the emotional toll it takes and how it can be an isolating journey. I began questioning myself and wondering if I was as capable as I used to be. I felt like I was failing because no matter how much I did, I always had an endless to-do list. 

It wasn't until I opened up to some of my mom friends, who were as ambitious as I was, that I realized I wasn't alone. I discovered I wanted to support moms in this transformative, beautiful experience. It led me to create Career Mama. We provide tools and support to help high-performing moms get promoted, feel more bonded with their kids, and create the life that they want, all while advancing at work.

Who is one person you’d love to give flowers to from your career that influenced your journey? What advice or lesson did you learn from them?

My former manager at PayPal, Jeremy Jonker, is my North Star for leadership. He pushed me really hard, and also believed in me. When I was only 25 years old, he had me give a presentation to the president of PayPal. It was a huge growth opportunity for me, and despite his heavy workload, he prepped with me for hours to ensure it went smoothly. His mentorship influenced the way I lead.

Where have you caused some good trouble in your career?

I caused good trouble when I was very junior in my career in investment banking. I was at an important executive meeting and, typically, I would wait for all of the leaders to take their seats and then I would take a seat in the back. One day I just sat in the middle of the main table. It was uncomfortable for me, but taking that seat allowed me to have an active part of the conversation. It showed me that in order to get the opportunities I want, I need to take up space.

Want to nominate a “Troublemaker” you admire? You can do so here.

INSIDE TRACK

Leaders on the move

• Monica Khan joins McKinsey & Company as Creator Economy Senior Advisor. Her appointment marks a pivotal moment for the industry, proof that the creator economy is a transformative force shaping the future culture, commerce, and community. Monica's experience across YouTube, Facebook, Spotter, and on-the-ground creator strategy brings powerful insight to McKinsey’s clients.

• Adrienne O’Hara has been appointed Chief Communications and Public Affairs Officer for Discovery Global at Warner Bros. Discovery. After two decades shaping iconic retail brands, including helping lead Gap Inc. through one of the most inspiring comebacks in recent history, Adrienne now brings her storytelling and strategic communications expertise to entertainment. As Discovery Global prepares to stand as an independent public company, her leadership arrives at a defining moment for the brand’s future.

• Cristina Reina has been appointed Chief Creative Experience Officer of Droga5 New York and the Americas, a newly created role. With a dynamic portfolio spanning Skittles’ Broadway musical to Microsoft’s ADLaM project, Reina brings her hallmark blend of craft, heart, and innovation to deepen how brands connect with consumers across platforms. Reina’s vision centers on building ideas that live beyond a single channel, anchored in purpose, experience, and cultural relevance.

DEAR FQ

Your burning career questions answered

Carly Davidson of The Female Quotient weighs in:

You’re only human! Even if you’re thriving in your role, it’s natural for the spark to fade at times. Reigniting might be difficult because you’re burning the candle at both ends. Think about the last time you took time off to truly reset. How long ago was it? We’re trained to see taking a break as optional, but it’s essential! Rest and reflection can create space for inspiration to return.

If that’s not the issue, reflect on what first excited you about the job. Are those elements still part of your day-to-day life? If so, reconnect with them. And if they’re not? Be intentional and talk with your manager about re-incorporating them back into your daily work.

If your responsibilities have shifted in a way that your job is no longer bringing you joy, that is not a sign of failure, it’s a sign of growth. As passion evolves, so can your career. You have more transferable skills than you realize. A pivot is not only possible, but it can be truly fulfilling.

Have conversations with mentors, friends, and former colleagues who inspire you. You may find that reigniting passion isn’t about starting over, but about discovering what energizes you, and allowing yourself the grace to grow into what’s next. 

P.S. Got a burning career question? Serve it up here to Dear FQ to score advice from a powerhouse leader in our network.

POLL THE PACK

Mind over money: What employees are focused on right now

We spend half our lives working. In the U.S. life expectancy is 78.4 years, so that’s 40+ years on the clock. It’s no surprise that nearly half of professionals today are prioritizing their mental and emotional wellbeing.

This points to a widespread recognition of the importance of inner stability, stress management, and personal resilience. When employees feel grounded, workplaces benefit: engagement rises, creativity flows, and productivity follows. A win-win.

On the financial front, wellness goes beyond the paycheck. It’s about feeling in control of debt, savings, and the future. When employees are stressed about money, productivity drops, turnover rises, and performance suffers. But when they feel secure? It boosts focus, loyalty, and the bottom line. 

When it comes to your life and career as we head into 2026, go for the gold 🏅

Xo,

The FQ

Don’t forget to let us know what you think of The FQ Newsletter here.

HAPPENING AT THE FQ

RSVP to join us:

• FQ Lounge™ @ CES

• FQ Lounge™ @ Davos